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/]

Baer, Tony. “2017 Trends to Watch: Big Data.” Ovum. Nov, 2016. Web. 25 Apr 2017.

Bmc. “Benefits & Advantages of Hadoop.” Bmc. Web. 25 Apr 2017. [http://www.bmcsoftware.ca/guides/hadoop-benefits-business-case.html]

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]

“How To Build A Roadmap.” Hub Designs Magazine. Web 25 Apr 2017. [https://hubdesignsmagazine.com/2011/03/05/how-to-build-a-roadmap/]

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Mateos-Garcia, Juan, et al. “Skills Of The Datavores.” Nesta. July. 2015. Web. 8 Aug 2016. [https://www.nesta.org.uk/sites/default/files/skills_of_the_datavores.pdf].

Maynard, Steven. “Analytics: Don’t Forget The Human Element” Forbes. 2015. Web. 20 Apr. 2017. [http://www.ey.com/Publication/vwLUAssets/EY-Forbes-Insights-Data-and-Analytics-Impact-Index-2015/$FILE/EY-Forbes-Insights-Data-and-Analytics-Impact-Index-2015.pdf]

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Nolan, Roger. “Digital Transformation: Is Your Data Management Ready?” Informatica. Jun, 2016. Web. 20 Apr 2017. [https://blogs.informatica.com/2016/06/10/digital-transformation-data-management-ready/#fbid=hmBYQgS6hnm]

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Webber, Jim, and Ian Robinson. “The Top 5 Use Cases of Graph Databases.” Neo4j. 2015. Web. 25 Apr 2017. [http://info.neo4j.com/rs/773-GON-065/images/Neo4j_Top5_UseCases_Graph%20Databases.pdf]

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Optimize the Service Desk With a Shift-Left Strategy

  • Buy Link or Shortcode: {j2store}478|cart{/j2store}
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  • member rating average dollars saved: $21,171 Average $ Saved
  • member rating average days saved: 11 Average Days Saved
  • Parent Category Name: Service Desk
  • Parent Category Link: /service-desk
  • Tier 2 and 3 specialists lose time and resources working on tickets instead of more complex projects.
  • The service desk finds themselves resolving the same incidents over and over, wasting manual work on tasks that could be automated.
  • Employees expect modern, consumer-like experiences when they need help; they want to access information and resources from wherever they are and have the tools to solve their problems themselves without waiting for help.

Our Advice

Critical Insight

  • It can be difficult to overcome the mindset that difficult functions need to be escalated. Shift left involves a cultural change to the way the service desk works, and overcoming objections and getting buy-in up front is critical.
  • Many organizations have built a great knowledgebase but fail to see the value of it over time as it becomes overburdened with overlapping and out-of-date information. Knowledge capture, updating, and review must be embedded into your processes if you want to keep the knowledgebase useful.
  • Similarly, the self-service portal is often deployed out of the box with little input from end users and fails to deliver its intended benefits. The portal needs to be designed from the end user’s point of view with the goal of self-resolution if it will serve its purpose of deflecting tickets.

Impact and Result

  • Embrace a shift-left strategy by moving repeatable service desk tasks and requests into lower-cost delivery channels such as self-help tools and automation.
  • Shift work from Tier 2 and 3 support to Tier 1 through good knowledge management practices that empower the first level of support with documented solutions to recurring issues and free up more specialized resources for project work and higher value tasks.
  • Shift knowledge from the service desk to the end user by enabling them to find their own solutions. A well-designed and implemented self-service portal will result in fewer logged tickets to the service desk and empowered, satisfied end users.
  • Shift away manual repetitive work through the use of AI and automation.
  • Successfully shifting this work left can reduce time to resolve, decrease support costs, and increase end-user satisfaction.

Optimize the Service Desk With a Shift-Left Strategy Research & Tools

Start here – read the Executive Brief

Read our concise Executive Brief to understand why a shift-left strategy can help to optimize your service desk, 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 to shift left

Assess whether you’re ready to optimize the service desk with a shift-left strategy, get buy-in for the initiative, and define metrics to measure success.

  • Optimize the Service Desk With a Shift-Left Strategy – Phase 1: Prepare to Shift Left
  • Shift-Left Prerequisites Assessment
  • Shift-Left Strategy
  • Shift-Left Stakeholder Buy-In Presentation

2. Design shift-left model

Build strategy and identify specific opportunities to shift service support left to Level 1 through knowledge sharing and other methods, to the end-user through self-service, and to automation and AI.

  • Optimize the Service Desk With a Shift-Left Strategy – Phase 2: Design Shift Left Model
  • Shift-Left Action Plan
  • Knowledge Management Workflows (Visio)
  • Knowledge Management Workflows (PDF)
  • Self-Service Portal Checklist
  • Self-Service Resolution Workflow (Visio)
  • Self-Service Resolution Workflow (PDF)

3. Implement and communicate

Identify, track, and implement specific shift-left opportunities and document a communications plan to increase adoption.

  • Optimize the Service Desk With a Shift-Left Strategy – Phase 3: Implement & Communicate
  • Incident Management Workflow (Visio)
  • Incident Management Workflow (PDF)
[infographic]

Workshop: Optimize the Service Desk With a Shift-Left 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 Prepare to Shift Left

The Purpose

Define how shift left would apply in your organization, get buy-in for the initiative, and define metrics to measure success.

Key Benefits Achieved

Defined scope and objectives for the shift-left initiative

Buy-in for the program

Metrics to keep the project on track and evaluate success

Activities

1.1 Review current service desk structure

1.2 Discuss challenges

1.3 Review shift-left model and discuss how it would apply in your organization

1.4 Complete the Shift-Left Prerequisites Assessment

1.5 Complete a RACI chart for the project

1.6 Define and document objectives

1.7 Review the stakeholder buy-in presentation

1.8 Document critical success factors

1.9 Define KPIs and metrics

Outputs

Shift-left scope

Completed shift-left prerequisites assessment

RACI chart

Defined objectives

Stakeholder buy-in presentation

Critical success factors

Metrics to measure success

2 Plan to Shift to Level 1

The Purpose

Build strategy and identify specific opportunities to shift service support left to Level 1 through knowledge sharing and other methods.

Key Benefits Achieved

Identified initiatives to shift work to Level 1

Documented knowledge management process workflows and strategy

Activities

2.1 Identify barriers to Level 1 resolution

2.2 Discuss knowledgebase challenges and areas for improvement

2.3 Optimize KB input process

2.4 Optimize KB usage process

2.5 Optimize KB review process

2.6 Discuss and document KCS strategy and roles

2.7 Document knowledge success metrics

2.8 Brainstorm additional methods of increasing FLR

Outputs

KB input workflow

KB usage workflow

KB review workflow

KCS strategy and roles

Knowledge management metrics

Identified opportunities to shift to Level 1

3 Plan to Shift to End User and Automation

The Purpose

Build strategy and identify specific opportunities to shift service support left to the end user through self-service and to automation and AI.

Key Benefits Achieved

Identified initiatives to shift work to self-service and automation

Evaluation of self-service portal and identified opportunities for improvement

Activities

3.1 Review existing self-service portal and discuss vision

3.2 Identify opportunities to improve portal accessibility, UI, and features

3.3 Evaluate the user-facing knowledgebase

3.4 Optimize the ticket intake form

3.5 Document plan to improve, communicate, and evaluate portal

3.6 Map the user experience with a workflow

3.7 Document your AI strategy

3.8 Identify candidates for automation

Outputs

Identified opportunities to improve portal

Improvements to knowledgebase

Improved ticket intake form

Strategy to communicate and measure success of portal

Self-service resolution workflow

Strategy to apply AI and automation

Identified opportunities to shift tasks to automation

4 Build Implementation and Communication Plan

The Purpose

Build an action plan to implement shift left, including a communications strategy.

Key Benefits Achieved

Action plan to track and implement shift-left opportunities

Communications plan to increase adoption

Activities

4.1 Examine process workflows for shift-left opportunities

4.2 Document shift-left-specific responsibilities for each role

4.3 Identify and track shift-left opportunities in the action plan

4.4 Brainstorm objections and responses

4.5 Document communications plan

Outputs

Incident management workflow with shift-left opportunities

Shift left responsibilities for key roles

Shift-left action plan

Objection handling responses

Communications plan

Select a Marketing Management Suite

  • Buy Link or Shortcode: {j2store}533|cart{/j2store}
  • member rating overall impact: 10.0/10 Overall Impact
  • member rating average dollars saved: $6,560 Average $ Saved
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  • Parent Category Name: Customer Relationship Management
  • Parent Category Link: /customer-relationship-management
  • Time, money, and effort are wasted on channels and campaigns that are not resonating with your customer base.
  • Email marketing, social marketing, and/or lead management alone are often not enough to meet more sophisticated marketing needs.
  • 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.
  • For IT managers or marketing professionals, the task to incorporate MMS technology into the organization requires not only receiving the buy-in for the MMS investment but also determining the vendor and solution that best fit the organization’s particular marketing management needs.

Our Advice

Critical Insight

  • An MMS enables complex campaigns across many channels, product lines, customer segments, and marketing groups throughout the enterprise.
  • Selecting an MMS has become increasingly difficult because the number of players in the marketplace has ballooned. Moreover, picking the wrong marketing solution has a direct impact on revenue.
  • Determine whether the investment in an MMS is worthwhile or the funds are better allocated elsewhere. For organizations with a large audience or varied product offerings, an MMS enables complex campaigns across many channels, product lines, customer segments, and marketing groups throughout the enterprise.

Impact and Result

  • Maximize your success and credibility with a proposal that emphasizes the areas relevant to your situation.
  • Perform more effective customer targeting and campaign management. Having an MMS equips marketers with the tools they need to make informed decisions around campaign execution, resulting in better targeting, acquisition, and customer retention. This means more revenue.
  • Maximize marketing impact with analytics-based decision making. Understanding users’/customers’ behaviors and preferences will allow you to run effective marketing initiatives.

Select a Marketing Management Suite Research & Tools

Start here – read the Executive Brief

Read our concise Executive Brief to find out how to approach selecting an MMS, 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 MMS project and collect requirements

Assess the organization’s fit for MMS technology and structure the MMS selection project.

  • Select a Marketing Management Suite – Phase 1: Launch the MMS Project and Collect Requirements
  • MMS Readiness Assessment Checklist

2. Shortlist marketing management suites

Produce a vendor shortlist for your MMS.

  • Select a Marketing Management Suite – Phase 2: Shortlist Marketing Management Suites

3. Select vendor and communicate decision to stakeholders

Evaluate RFPs, conduct vendor demonstrations, and select an MMS.

  • Select a Marketing Management Suite – Phase 3: Select Vendor and Communicate Decision to Stakeholders
  • MMS Requirements Picklist Tool
  • MMS Request for Proposal Template
  • MMS Vendor Demo Script
  • MMS Selection Executive Presentation Template
[infographic]

Workshop: Select a Marketing Management Suite

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 MMS Project and Collect Requirements

The Purpose

Determine a “right-size” approach to marketing enablement applications.

Key Benefits Achieved

Confirmation of the goals, objectives, and direction of the organization is marketing application strategy.

Activities

1.1 Assess the value and identify the organization’s fit for MMS technology.

1.2 Understand the art of the possible.

1.3 Understand CXM strategy and identify your fit for MMS technology.

1.4 Build procurement team and project customer experience management (CXM) strategy.

1.5 Identify your MMS requirements.

Outputs

Project team list.

Preliminary requirements list.

2 Shortlist Marketing Management Suites

The Purpose

Enumerate relevant marketing management suites and point solutions.

Key Benefits Achieved

List of marketing enablement applications based on requirements articulated in the preliminary requirements list strategy.

Activities

2.1 Identify relevant use cases.

2.2 Discuss the vendor landscape.

Outputs

Vendor shortlist.

3 Select Vendor and Communicate Decision to Stakeholders

The Purpose

Develop a rationale for selecting a specific MMS vendor.

Key Benefits Achieved

MMS Vendor decision.

A template to communicate the decision to executives.

Activities

3.1 Create a procurement strategy.

3.2 Discuss the executive presentation.

3.3 Plan the procurement process.

Outputs

Executive/stakeholder PowerPoint presentation.

Selection of an MMS.

Further reading

Select a Marketing Management Suite

A best-fit solution balances needs, cost, and capability.

Table of contents

  1. Project Rationale
  2. Execute the Project/DIY Guide
  3. Appendices

ANALYST PERSPECTIVE

Navigate the complexity of a vast ecosystem by taking a structured approach to marketing management suite (MMS) selection.

Marketing applications are in high demand, but it is difficult to select a suite that is right for your organization. Market offerings have grown from 50 vendors to over 800 in the past five years. Much of the process of identifying an appropriate vendor is not about the vendor at all, but rather about having a comprehensive understanding of internal needs. There are instances where a smaller-point solution is necessary to satisfy requirements and a full marketing management suite is an overinvestment.

Likewise, a partner with differentiating features such as AI-driven workflows and a mobile software development kit can act as a powerful extension of an overall customer experience management strategy. It is crucial to make the right decision; missing the mark on an MMS selection will have a direct impact on the business’ bottom line.

Ben Dickie
Research Director, Enterprise Applications
Info-Tech Research Group

Phase milestones

Launch the MMS Project and Collect Requirements — Phase 1

  • Understand the MMS market space.
  • Assess organizational and project readiness for MMS selection.
  • Structure your MMS selection and implementation project by refining your MMS roadmap.
  • Align organizational use-case fit with market use cases.
  • Collect, prioritize, and document MMS requirements.

Shortlist MMS Tool — Phase 2

  • Review MMS market leaders and players within your aligned use case.
  • Review MMS vendor profiles and capabilities.
  • Shortlist MMS vendors based on organizational fit.

Select an MMS — Phase 3

  • Submit request for proposal (RFP) to shortlisted vendors.
  • Evaluate vendor responses and develop vendor demonstration scripts.
  • Score vendor demonstrations and select the final product.

Stop! Are you ready for this project?

This Research Is Designed For:
  • IT applications directors and business analysts supporting their marketing teams in selecting and implementing a robust marketing solution.
  • Any organization looking to procure an MMS tool that will allow it to automate its marketing processes or learn more about the MMS vendor landscape.
This Research Will Help You:
  • Understand today’s MMS market, specific to marketing automation, marketing intelligence, and social marketing use-case scenarios.
  • Understand MMS functionality as well as marketing terminology.
  • Follow best practices to prepare for and execute on selection, including requirements gathering and vendor evaluation.
This Research Will Also Assist:
  • Marketing managers, brand managers, and any marketing professional looking to build a cohesive marketing platform.
  • MMS project teams or working groups tasked with managing an RFP process for vendor selection.
This Research Will Help Them
  • Assess organizational and project readiness for embarking on MMS selection.
  • Draft an RFP, manage the vendor and product review process, and select a vendor.

Executive summary

Situation

The MMS market is a landscape of vendors offering campaign management, multichannel support, analytics, and publishing tools. Many vendors specialize in some of these areas but not all. Sometimes multiple products are necessary – but determining which feature sets the organization truly needs can be a challenging task. The right technology stack is critical in order to bring automation to marketing initiatives.

Complication

  • The first challenge is deciding whether to implement a full marketing suite or a point solution.
  • The number of marketing suites and point solutions has increased from 50 to more than 800 just in the past five years.
  • IT is receiving a growing number of marketing analytics requests and must be prepared to speak intelligently about marketing management vendor selection.

Resolution

  • Leverage Info-Tech’s comprehensive three-phase approach to MMS selection projects: assess your organization’s preparedness to go into the selection stage, move through technology selection, and present decisions to stakeholders.
  • Conduct an MMS project preparedness assessment to ensure you maximize the value of your time, effort, and spend.
  • Determine whether your organization’s needs will best be met by a marketing management suite or a point solution.
  • Determine which use case your organization fits into and review the relevant vendor landscape, common capability, and areas of product differentiation. Consult Info-Tech’s market analysis to shortlist vendors for your RFP process.
  • Take advantage of traceable and auditable selection tools to run an effective evaluation and selection process. Be prepared to answer the retroactive question “Why this MMS?” with documentation of your selection process and outputs.

Info-Tech Insight

  1. The new MMS market. Selecting a marketing management solution has become increasingly difficult, with the number of players in the marketplace ballooning to meet buyer demand.
  2. Direct translation to revenue. Picking the wrong marketing solution has a direct impact on the bottom line. However, the right MMS can lead to a 7.3x greater year-over-year increase in annual revenue.
  3. Don’t buy best-of-breed; buy best-for-you. Base your vendor selection on your requirements and use case, not on the vendor’s overall performance.

MMS is a key piece of the CRM puzzle

In order to optimize cross-sell opportunities and marketing effectiveness, there needs to be a master customer database, which belongs in the customer relationship management (CRM) suite.

When it comes to marketing automation capabilities, using CRM is like building a car from a kit. All the parts are there, but you need the time and skill to put it all together. Using marketing automation is like buying the car you want or need, with all the features you want already installed and some gas in the tank, ready to drive. In either case, you still need to know how to drive and where you want to go.” (Mac McIntosh, Marketo Inc.) 'CRM' surrounded by its components with 'MMS' highlighted. A master database – the central place where all up-to-the-minute data on a customer profile is stored – is essential for MMS success. This is particularly true for real-time capability effectiveness and to minimize customer fatigue.

Understand what an MMS can do for you

Take time to learn the capabilities of modern marketing applications. Understanding the “art of the possible” will help you to get the most out of your MMS.

MMS helps marketers in two primary ways:
  1. It allows them to efficiently execute and manage campaigns across dozens of channels and products.
  2. It allows them to analyze the outcomes of campaigns.
Marketing suites accomplish these tasks by:
  • Leveraging workflow automation to reduce the amount of time spent creating marketing campaigns
  • Using internal or third-party data to increase conversion effectiveness from customer databases across the organization
A strong MMS provides marketers with the data they need for actionable insights about their customers.
A marketing automation solution delivers essentially all the benefits of an email marketing solution along with integrated capabilities that would otherwise need to be cobbled together using various standalone technologies.” (Marketo Inc.)

Review Info-Tech’s vendor profiles of the MMS market to identify vendors that meet your requirements

Logos of multiple vendors including 'Hubspot', 'IBM', 'Salesforce marketing cloud', etc.

Use Info-Tech’s MMS implementation methodology as a starting point for your organization’s MMS selection

Info-Tech’s implementation methodology is not a step-by-step approach to vendor selection, but rather it highlights the pertinent considerations for MMS selection at each of the five steps outlined below.

1

2

3

4

5

Establish Resources Gather Requirements Write and Assemble RFP Exercise Due Diligence Evaluate Candidate Solutions
  • Determine work initiative dependencies and project milestones.
  • Establish the project timeline.
  • Designate project resources.
  • Prioritize rollout of functionality.
  • Link business goals with the MMS selection project.
  • Determine user roles and profiles.
  • Conduct stakeholder interviews.
  • Build communication and change management plan.
  • Draft an RFP.
  • Make a plan for soliciting feedback and publishing the RFP.
  • Customize a vendor demo script and scorecard.
  • Conduct vendor demos.
  • Speak with vendor references.
  • Evaluate nonfunctional requirements.
  • Understand upgrade schedules.
  • Define a vendor evaluation framework.
  • Prepare the final evaluation.
  • Prepare a presentation for management.

Contact your account representative or email Workshops@InfoTech.com for more information.

Professional services provider engages Info-Tech to guide it through its MMS selection journey

CASE STUDY

Industry: Professional Services | Source: Info-Tech Consulting

Challenge

A large professional services firm specializing in knowledge development was looking to modernize an outdated marketing services stack.

Previous investments in marketing tools ranging from email automation to marketing analytics led to system fragmentation. As a result, there was no 360-degree overview of marketing operations and no way to run campaigns at scale.

To satisfy the organization’s aspirations, a comprehensive marketing management suite had to be selected that met needs for the foreseeable future.

Solution

The Info-Tech consulting team was brought in to assist in the MMS selection process.

After meeting with several stakeholders, MMS requirements were developed and weighted. An RFP was then created from these requirements.

Following a market scan, four vendors were selected to complete the organization’s RFP. Demonstration scripts were then developed as the RFPs were completed by vendors.

Shortlisted vendors progressed to the demonstration phase.

Results

Vendor scorecards were utilized during the two-day demonstrations with the core project team to score each vendor.

During the scoring process the team also identified the need to replace the organization’s core customer repository (a legacy CRM).

The decision was made to select a CRM before finalizing the MMS selection. Doing so ensured uniform system architecture and strong interoperability between the firm’s MMS and its CRM.

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

Select a Marketing Management Suite – project overview

1. Launch the MMS Project and Collect Requirements 2. Shortlist Marketing Management Suites 3. Select Vendor and Communicate Decision to Stakeholders
Supporting Tool icon

Best-Practice Toolkit

1.1 Assess the value and identify your organization’s fit for MMS technology.

1.2 Build your procurement team and project customer experience management (CXM) strategy.

1.3 Identify your MMS requirements.

2.1 Produce your shortlist

3.1 Select your MMS

3.2 Present selection

Guided Implementations

  • Understand CXM strategy and identify your fit for MMS technology.
  • Identify staffing needs.
  • Plan requirements gathering steps.
  • Discuss use-case fit assessment results.
  • Discuss vendor landscape.
  • Create a procurement strategy.
  • Discuss executive presentation.
  • Conduct a proposal review.
Associated Activity icon

Onsite Workshop

Module 1:
Launch Your MMS Selection Project
Module 2:
Analyze MMS Requirements and Shortlist Vendors
Module 3:
Plan Your Procurement Process
Phase 1 Outcome:
  • Launch of MMS selection project
Phase 2 Outcome:
  • Shortlist of vendors
Phase 3 Outcome:
  • Selection of MMS

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.

A small monochrome icon depicting a descending bar graph.

This icon denotes a slide that pertains directly to the Info-Tech vendor profiles on marketing management technology. Use these slides to support and guide your evaluation of the MMS vendors included in the research.

Select a Marketing Management Suite

PHASE 1

Launch the MMS Project and Collect Requirements

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: Launch Your MMS Project and Collect Requirements

Proposed Time to Completion: 3 weeks
Step 1.2: Structure the Project Step 1.3: Gather Requirements
Start with an analyst kick-off call:
  • Review readiness requirements for an MMS project.
  • Understand the work initiatives involved in MMS selection.
Review findings with analyst:
  • Determine use case based on your organizational alignment.
  • Discuss core MMS requirements.
Then complete these activities…
  • Conduct an organizational MMS readiness assessment.
Then complete these activities…
  • Identify best-fit use case.
  • Elicit, capture, and prioritize requirements.
With these tools & templates:
  • MMS Readiness Assessment Checklist
With these tools & templates:
  • MMS Requirements Picklist Tool
Phase 1 Results:
  • Completed readiness assessment.
  • Refined project plan to incorporate selection and implementation.

Phase 1 milestones

Launch the MMS Project and Collect Requirements — Phase 1

  • Understand the MMS market space.
  • Assess organizational and project readiness for MMS selection.
  • Structure your MMS selection and implementation project by refining your MMS roadmap.
  • Align organizational use-case fit with market use cases.
  • Collect, prioritize, and document MMS requirements.

Shortlist MMS Tool — Phase 2

  • Review MMS market leaders and players within your aligned use case.
  • Review MMS vendor profiles and capabilities.
  • Shortlist MMS vendors based on organizational fit.

Select an MMS — Phase 3

  • Submit request for proposal (RFP) to shortlisted vendors.
  • Evaluate vendor responses and develop vendor demonstration scripts.
  • Score vendor demonstrations and select the final product.

Step 1.1: Understand the MMS market

1.1

1.2

1.3

Understand the MMS Market Structure the Project Gather MMS Requirements

This step will walk you through the following activities:

  • MMS market overview

This step involves the following participants:

  • Project team
  • Project manager
  • Project sponsor

Outcomes of this step

  • An understanding of the evolution of the MMS market space and how it helps today’s organizations.
  • An evaluation of new and upcoming trends sought by MMS clients.
  • Verification of whether an MMS is a fit with your organization.

Speak the same language as the marketing department to deliver the most business value

Marketing Management Suite Glossary

Analytics The practice of measuring marketing performance to improve return on investment (ROI). It is often carried out through the visualization of meaningful patterns in data as a result of marketing initiatives.
Channels The different places where marketers can reach customers (e.g. social media, print mail, television).
Click-through rate The percentage of individuals who proceed (click-through) from one part of a marketing campaign to the next.
Content management Curating, creating, editing, and keeping track of content and client-facing assets.
Customer relationship management (CRM) A core enterprise application that provides a broad feature set for supporting customer interaction processes. The CRM frequently serves as a core customer data repository.
Customer experience management (CXM) The holistic management of customer interaction processes across marketing, sales, and customer service to create valuable, mutually beneficial customer experiences.
Engagement rate A social media metric used to describe the amount of likes, comments, shares, etc., that a piece of content receives.
Lead An individual or organization who has shown interest in the product or service being marketed.
Omnichannel The portfolio of interaction channels you use.

MMS is a key piece of the customer experience ecosystem

Within the broader CXM ecosystem, an MMS typically lives within the CRM platform. Interfacing with the CRM’s master customer database allows an MMS to optimize cross-sell opportunities and marketing effectiveness.

A master database – the central place where all up-to-the-minute data on a customer profile is stored – is essential for MMS success. This is particularly true for real-time capability effectiveness and to minimize customer fatigue.

If you have customer records in multiple places, you risk missing customer opportunities and potentially upsetting clients. For example, if a client has communicated preferences or disinterest through one channel, and this is not effectively recorded throughout the organization, another representative is likely to contact them in the same method again – possibly alienating the customer for good.

A master database requires automatic synchronization with all point solutions, POS, billing systems, agencies, etc. If you don’t have up-to-the-minute information, you can’t score prospects effectively and you lose out on the benefits of the MMS.

'CRM' surrounded by its components with 'MMS' highlighted.
Focus on the fundamentals before proceeding. Secure organizational readiness to reduce project risk using Info-Tech’s Build a Strong Technology Foundation for CXM and Select and Implement a CRM Platform blueprints.

Understanding the “art of the possible”

The world of marketing technology changes rapidly! Understand how modern marketing management suites are used in most organizations.

An MMS helps marketers in two primary ways:

  1. It allows them to efficiently execute and manage campaigns across dozens of channels and products.
  2. It allows them to analyze the outcomes of campaigns.

Marketing suites accomplish these tasks by:

  • Leveraging workflow automation to reduce the amount of time spent creating marketing campaigns.
  • Using internal or third-party data to increase conversion effectiveness from customer databases across the organization.

A strong MMS provides marketers with the data they need for actionable insights about their customers.

A marketing automation solution delivers essentially all the benefits of an email marketing solution along with integrated capabilities that would otherwise need to be cobbled together using various standalone technologies.” (Marketo Inc.)

Inform your way of thinking by understanding the capabilities of modern marketing applications.

A tree with icons related to knowledge.

Expect the marketing department to drive suite adoption, but don’t count out the benefits MMS will also provide to IT

MMS adoption is driven by the need for better campaign execution and marketing intelligence. MMS technologies are adopted to create faster, easier, more intelligent, and more measurable campaigns and make managing complex channels easy and repeatable.

Top Drivers for Adopting Marketing Management Technologies

Bar chart of top drivers for adopting marketing management technology. The first four bars are highlighted and the largest, they are labelled 'Campaign Measurement & Effectiveness', 'Execute Multi-channel Campaigns', 'Shorten Marketing Campaign Cycle', and 'Reduce Manual Campaign Creation'.
(Source: Info-Tech Research Group; N=23)

The key drivers for MMS are business-related, not IT-related. However, this does not mean that there are no benefits to IT. In fact, the IT department will see numerous benefits, including time and resource savings. Further, not having an MMS creates more work for your IT department. IT must serve as a valued partner for selection and implementation.

Additional benefits to IT driven by MMS

Marketing management suites are ideal for large organizations with multiple product lines in complex marketing environments. IT is often more centralized than its counterparts in the business, making it uniquely positioned to encourage greater coordination by helping the business units understand the shared goals and the benefits of working together to roll out suites for marketing workflow management, intelligence, and channel management.

Cross-Segmentation Additional Revenue Generation Real-Time Capabilities Lead Growth/ Conversion Rate
Business Value
  • Share resources between brands and product lines.
  • Increase database size with populated client data.
  • Track customer lifetime value.
  • Increase average deal size.
  • Decrease time to execute campaigns.
  • Decrease lead acquisition costs while collecting higher quality leads.
  • Improve retention rates.
  • Reduce cost to serve.
  • Increase customer retention due to effective service.
  • Higher campaign and response rates.
  • Track, measure, and prove the value of marketing activities.
  • Broaden reach through social channels.
IT Value
  • Reduce reliance on IT for routine tasks such as list creation and data cleansing.
  • Free up IT resources for the sectors of the business where the ROI is greatest.
  • Reduce need for IT to cleanse, modify, or merge data lists because most suites include CRM connectors.
  • Reduce need for constant customization on status reports on lead value and campaign success.

Info-Tech Insight

Don’t forget that MMS technologies deliver on the overarching suite value proposition: a robust solution within one integrated offering. Without an MMS in play, organizations in need of this functionality are forced to piece together point solutions (or ad hoc management). This not only increases costs but also is an integration nightmare for IT.

Step 1.2: Structure the project

1.1

1.2

1.3

Understand the MMS MarketStructure the ProjectGather MMS Requirements

This step will walk you through the following activities:

  • Determine if you are ready to kick off the MMS selection project.
  • Align project goals with CXM strategy and business goals.

This step involves the following participants:

  • Core project team
  • Project manager
  • Project sponsor

Outcomes of this step

  • Assurance that you have completed adequate preparation, obtained stakeholder and sponsor buy-in, secured sufficient resources, and completed strategy and planning activities to move forward with selection.
  • An approach to remedy organizational readiness to prepare for MMS selection.
  • An understanding of stakeholder goals.

Identify the scope and purpose of your MMS selection process

Vendor Profiles icon

Sample Project Overview

[Organization] plans to select and implement a marketing management suite in order to introduce better campaign management to the business’ processes. This procurement and implementation of an MMS tool will enable the business to improve the efficiency and effectiveness of marketing campaign execution.

This project will oversee the assessment and shortlisting of MMS vendors, selection of an MMS tool, the configuration of the solution, and the implementation of the technology into the business environment.

Rationale Behind the Project

Consider the business drivers behind the interest in MMS technology.

Be specific to business units impacted and identify key considerations (both opportunities and risks).

Business Drivers

  • Organizational productivity
  • Customer satisfaction
  • Marketing management costs
  • Risk management

Info-Tech Insights

Creating repeatable and streamlined marketing processes is a common overarching business objective that is driven by multiple factors. To ensure this objective is achieved, confirm that the primary drivers are following the implementation of the first automated marketing channels.

Activity: Understand your business’ goals for MMS by parsing your formal CXM strategy

Associated Activity icon 1.2.1 1 hour

INPUT: Stakeholder user stories

OUTPUT: Understanding of ideal outcomes from MMS implementation

MATERIALS: Whiteboard and marker or sticky notes

PARTICIPANTS: Project sponsor, Project stakeholders, Business analysts, Business unit reps

Instructions

  1. Outline the purpose of the future MMS tool and the drivers behind this business decision with the project’s key stakeholders.
  2. Document plans to ensure that these drivers are taken into consideration and realized following implementation. Example:
    Improve Reduce/Eliminate KPIs
    Multichannel marketing Duplication of effort Number of customer interaction channels supported
    Social integration Process inefficiencies Number of social signals received (likes, shares, etc.)

If you do not have a well-defined CXM strategy, leverage Info-Tech’s research to Build a Strong Technology Foundation for Customer Experience Management.

Understanding marketing suites

Vendor Profiles icon

This blueprint focuses on complete, integrated marketing management suites

An integrated suite is a single product that is designed to assist with multiple marketing processes. Information from these suites is deeply connected to the core CRM. Changing a piece of information for one process will update all affected.

'MMS' surrounded by its integrated processes, including 'Marketing Operations Management', 'Breadth of Channel Support', 'Marketing Asset Management', etc.

Understanding marketing point solutions

Vendor Profiles icon

A point solution typically interfaces with a single customer interaction channel with minimal CRM integration.

Why use a marketing point solution?

  1. A marketing point solution is a standalone application used to manage a unique process.
  2. Point solutions can be implemented and updated relatively quickly.
  3. They cost less than full-feature, integrated marketing suites.
  4. Some point solutions integrate with CRM platforms or MMS platforms.

Refer to Phase 2 for a bird’s-eye view of the point solution marketplace.

Marketing Point Solutions

  • Twitter Analytics
  • Search Engine Optimization
  • Customer Portals
  • Livechat
  • Marketing Attribution
  • Demand Side Platform

Determine if MMS is right for your organization

Vendor Profiles icon

Adopt an MMS if:

  1. Your organization is actively pursuing a multichannel marketing strategy, particularly if its marketing campaigns are complex and multifaceted, involving consumer-specific conditional messaging.
  2. Your enterprise serves a high volume of customers and marketing needs extend to formally managing budgets and resources, lead generation and segmentation, and measuring channel effectiveness.
  3. Your organizations has multiple product lines and is interested in increasing cross-sale opportunities.

Bypass an MMS if:

  • Your organization does not participate in multichannel campaigns and is primarily using email or web channels to generate leads. You may find the advanced features and capabilities of an MMS to be overkill and should consider lead marketing automation (LMA) or email marketing services first.
  • You are a small to midsize business (SMB) with a limited budget or fewer than five marketing professionals. Don’t buy what you don’t need; organizations with fewer than five people in the marketing department are unlikely to need an MMS.
  • Sales generation is not a priority for the business or a primary goal for the marketing department.

Info-Tech Insight

Using an MMS is ideal for organizations with multiple brands and product portfolios (e.g. consumer packaged goods). Ad hoc management and email marketing services are best for small organizations with a client base that requires only bare bones engagement.

Determine if you are ready to kick off your MMS selection and implementation project

Supporting Tool icon 1.2.2 MMS Readiness Assessment Checklist
Use Info-Tech’s MMS Readiness Assessment Checklist to determine if your organization has sufficient process and campaign maturity to warrant the investment in a consolidated marketing management suite.

Sections of the Tool:

  1. Goals & Objectives
  2. Project Team
  3. Current State Understanding
  4. Future State Vision
  5. Business Process Improvement
  6. Project Metrics
  7. Executive Sponsorship
  8. Stakeholder Buy-In & Change Management
  9. Risk Management
  10. Cost & Budget

INFO-TECH DELIVERABLE

Sample of Info-Tech's MMS Readiness Assessment Checklist.

Complete the MMS Readiness Assessment Checklist by following the instructions in Activity 1.2.3.

Activity: Determine if you are ready to kick off your MMS selection project

Associated Activity icon 1.2.3 30 minutes

INPUT: MMS foundation, MMS strategy

OUTPUT: Readiness remediation approach, Validation of MMS project readiness

MATERIALS: Info-Tech’s MMS Readiness Assessment Checklist

PARTICIPANTS: Project sponsor, Core project team

Instructions

  1. Download the MMS Readiness Assessment Checklist.
  2. Review Section 1 of the checklist with the core project team and/or project sponsor, item by item. For completed items, tick the relative checkbox.
  3. Once the whole checklist has been reviewed, document all incomplete items in the table under Section 1 in the first table column (“Incomplete Readiness Item”).
  4. For each incomplete item, use your discretion to determine whether its completion is critical in preparation for MMS selection and implementation. This may vary given the complexity of your MMS project. If the item is critical to the project, indicate this with “Y” in the second column (“Criticality (Y/N)”).
  5. For each critical item, reflect on the barriers that have prevented or are preventing its completion. Possible barriers include incomplete task dependencies, low value-to-effort determination, lack of organizational knowledge or resources, pressure of deadlines, etc. Document these barriers in the third column (“Barriers to Completion”).
  6. Based on the barriers determined in Step 5, determine a remediation approach for each item. Document the approach in the fourth column (“Remediation Approach”).
  7. For each remediation activity, designate a due date and remediation owner. Document this in the fifth column (“Due Date & Owner”).
  8. Carry out the remediation of critical tasks and return to this blueprint to kickstart your selection and implementation project.

Step 1.3: Gather MMS requirements

1.1

1.2

1.3

Understand the MMS MarketStructure the ProjectGather MMS Requirements

This step will walk you through the following activities:

  • Understand your MMS use case.
  • Elicit and capture your MMS requirements.
  • Prioritize your solution requirements.

This step involves the following participants:

  • Core project team
  • Project manager
  • Business analysts
  • Procurement subject-matter experts (SMEs)

Outcomes of this step

  • Project alignment with MMS market use case.
  • Inventory of categorized and prioritized MMS business requirements.

Understand the dominant use-case scenarios for MMS across organizations

Vendor Profiles icon

USE CASES

While an organization may be product- or service-centric, most fall into one of the three use cases described on this slide.

1) Marketing Automation

Workflow Management

Managing complex marketing campaigns and building and tracking marketing workflows are the mainstay responsibilities of brand managers and other senior marketing professionals. In this category, we evaluated vendors that provide marketers with comprehensive tools for marketing campaign automation, workflow building and tracking, lead management, and marketing resource planning for campaigns that need to reach a large segment of customers.

Omnichannel Management

The proliferation of marketing channels has created significant challenges for many organizations. In this use case, we executed a special evaluation of vendors that are well suited for the intricacies of juggling multiple channels, particularly mobile, social, and email marketing.

2) Marketing Intelligence

Sifting through data from a myriad of sources and coming up with actionable intelligence and insights remains a critical activity for marketing departments, particularly for market researchers. In this category, we evaluated solutions that aggregate, analyze, and visualize complex marketing data from multiple sources to allow decision makers to execute informed decisions.

3) Social Marketing

The proliferation of social networks, customer data, and use cases has made ad hoc social media management challenging. In this category we evaluated vendors that bring uniformity to an organization’s social media capabilities and contribute to a 360-degree customer view.

Activity: Understand which type of MMS you need

Associated Activity icon 1.3.1 30 minutes

INPUT: Use-case breakdown

OUTPUT: Project use-case alignments

Materials: Whiteboard, markers

Participants: Project manager, Core project team (optional)

Instructions

  1. Familiarize your team with Info-Tech’s MMS use-case breakdown from the previous slide.
  2. Determine which use case is best aligned with your organization’s MMS project objectives. If you need assistance with this, consider the relevance of the cases studies and statements on the following slides.
  3. If your team agrees with most or all statements under a given use case, this indicates strong alignment towards that use case. It is possible for an organization to align with more than one use case. Your use-case alignment will guide you in creating a vendor shortlist later in this project.

Use Info-Tech’s vendor research and use-case scenarios to support your organization’s vendor analysis

The use-case view of vendor and product performance provides multiple opportunities for vendors to fit into your application architecture depending on their product and market performance. The use cases selected are based on market research and client demand.

Determining your use case is crucial for:

  1. Selecting an application that is the right fit
  2. Establishing a business case for MMS

The following slides illustrate how the three most common use cases (marketing automation, marketing intelligence, and social marketing) align with business needs. As shown by the case studies, the right MMS can result in great benefits to your organization.

Use-case alignment and business need

Vendor Profiles icon

Marketing Automation

Marketing Need Manage customer experience across multiple channels Manage multiple campaigns simultaneously Integrate web-enabled devices (IoT) into marketing campaigns Run and track email marketing campaigns
A line of arrows pointing down.
Corresponding Feature End-to-end management of email marketing Visual workflow editor Customer journey mapping Business rules engine A/B tracking

The Portland Trail Blazers utilize an MMS to amplify their message with marketing automation technology

CASE STUDY

Industry: Entertainment | Source: Marketo

Challenge

The Portland Trail Blazers, an NBA franchise, were looking to expand their appeal beyond the city of Portland and into the greater Pacific Northwest Region.

The team’s management group also wanted to showcase the full range of events that were hosted in the team’s multipurpose stadium.

The Trail Blazers were looking to engage fans in a more targeted fashion than their CRM allowed for. Ultimately, they hoped to move from “batch and blast” email campaigns to an automated and targeted approach.

Solution

The Trail Blazers implemented an MMS that allowed it to rapidly build different types of campaigns. These campaigns could be executed across a variety of channels and target multiple demographics at various points in the fan journey.

Contextual ads were implemented using the marketing suite’s automated customer journey mapping feature. Targeted ads were served based on a fan’s location in the journey and interactions with the Trail Blazers’ online collateral.

Results

The automated campaigns led to a 75% email open rate, which contributed to a 96% renewal rate for season ticket holders – a franchise record.

Other benefits resulting from the improved conversion rate included an increased cohesion between the Trail Blazers’ marketing, analytics, and ticket sales operations.

Use-case alignment and business need

Vendor Profiles icon

Marketing Intelligence

Marketing Need Capture marketing- and customer-related data from multiple sources Analyze large quantities of marketing data Visualize marketing-related data in a manner that is easy for decision makers to consume Perform trend and predictive analysis
A line of arrows pointing down.
Corresponding Feature Integrate data across customer segments Analysis through machine learning Assign attributers to unstructured data Displays featuring data from external sources Create complex customer data visualizations

Chico’s FAS uses marketing intelligence to drive customer loyalty

CASE STUDY

Industry: Retail | Source: SAS

Challenge

Women’s apparel retailer Chico’s FAS was looking to capitalize on customer data from in-store and online experiences.

Chico’s hoped to consolidate customer data from multiple online and brick-and-mortar retail channels to get a complete view of the customer.

Doing so would satisfy Chico’s need to create more highly segmented, cost-effective marketing campaigns

Solution

Chico’s selected an MMS with strong marketing intelligence, analysis, and data visualization capability.

The MMS could consolidate and analyze customer and transactional information. The suite’s functionality enabled Chico’s marketing team to work directly with the data, without help from statisticians or IT staff.

Results

The approach to marketing indigence led to customers getting deals on products that were actually relevant to them, increasing sales and brand loyalty.

Moreover, the time it took to perform data consolidation decreased dramatically, from 17 hours to two hours, allowing the process to be performed daily instead of weekly.

Use-case alignment and business need

Vendor Profiles icon

Social Marketing

Marketing Need Understand customers' likes and dislikes Manage and analyze social media channels like Facebook and Twitter Foster a conversation around specific products Engage international audiences through regional messaging apps
A line of arrows pointing down.
Corresponding Feature Social listening capabilities Tools for curating customer community content Ability to aggregate social data Integration with popular social networks Ability to conduct trend reporting

Bayer leverages MMS technology to cultivate a social presence

CASE STUDY

Industry: Life Sciences | Source: Adobe

Challenge

Bayer, a Fortune 500 health and life sciences company, was looking for a new way to communicate its complex medical breakthroughs to the general public.

The decision was made to share the science behind its products via social channels in order to generate excitement.

Bayer needed tools to publish content across a variety of social media platforms while fostering conversations that were more focused on the science behind products.

Solution

Based on the requirements, Bayer decided that an MMS would be the best fit.

After conducting a market scan, the company selected an MMS with a comprehensive social media suite.

The suite included tools for social listening and moderation and tools to guide conversations initiated by both marketers and customers.

Results

The MMS provided Bayer with the toolkit to engage its audience.

Bayer took control of the conversation about its products by serving potential customers with relevant video content on social media.

Its social strategy coupled with advanced engagement tools resulted in new business opportunities and more than 65,000 views on YouTube and more than 87,000 Facebook views in a single month.

Leverage Info-Tech’s requirements gathering framework to serve as the basis for capturing your MMS requirements

An important step in selecting an MMS that will have widespread user adoption is creating archetypal customer personas. This will enable you to talk concretely about them as consumers of the application you select and allow you to build buyer scenarios around them.
REQUIREMENTS GATHERING
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 ensures that the application created will capture the needs of all stakeholders and deliver business value. Develop and right-size a proven standard operating procedure for requirements gathering with Info-Tech’s blueprint Build a Strong Approach to Business Requirements Gathering.
Stock photo of a Jenga tower with title: Build a Strong Approach to Business Requirements Gathering
KEY INPUTS TO MMS REQUIREMENTS GATHERING
Requirements Gathering Methodology

Sample of Requirements Gathering Blueprint.

Requirements Gathering Blueprint Slide 25: Understand the best-practice framework for requirements gathering for enterprise applications projects.

Requirements Gathering SOP

Sample of Requirements Gathering Blueprint.

Requirements Gathering Blueprint Activities 1.2.2-1.2.5, 2.1.1, 2.1.2, 3.1.1, 3.2.1, 4.1.1-4.1.3, 4.2.2: Consolidate outputs to right-size a best-practice SOP for your organization.

Project Level Selection Tool

Sample of Requirements Gathering Blueprint.

Requirements Gathering Blueprint Activity 1.2.4: Determine project-level selection guidelines to inform the due diligence required in your MMS requirements gathering.

Activity: Elicit and capture your MMS requirements

Associated Activity icon 1.3.2 Varies

INPUT: MMS tool user expertise, MMS Requirements Picklist Tool

OUTPUT: A list of needs from the MMS tool user perspective

Materials: Note-taking materials, Whiteboard or flip chart, markers

Participants: MMS users in the organization, MMS selection committee

Instructions

  1. Identify stakeholders for the requirements gathering exercise. Consider holding one-on-one sessions or large focus groups with key stakeholders or the project sponsor to gather business requirements for an MMS.
  2. Use the MMS Requirements Picklist Tool as a starting point for conducting the requirements elicitation session(s).
  3. Begin by reading the instructions in the template and then move to the “Requirements” worksheet. Read each defined requirement in the worksheet and indicate in the “Requirement Status” column whether the requirement is a “Must,” “High,” or “Low.” Confirming the status is an important part of the exercise. The status will help filter vendors for final selection later on in the process.
  4. Decide whether additional requirements are necessary by asking the MMS tool users. If so, add the requirements to the bottom of the “Requirements” worksheet and indicate their “Requirement Status.”

Download the MMS Requirements Picklist Tool to help with completing this activity.

Show the measurable benefits of MMS with metrics

The return on investment (ROI) and perceived value of the organization’s marketing solution will be a critical indication of the likelihood of success of the suite’s selection and implementation.

EXAMPLE
METRICS

MMS and Technology Adoption

Marketing Performance Metrics
Average revenue gain per campaign Quantity and quality of marketing insights
Average time to execute a campaign Customer acquisition rates
Savings from automated processes Marketing cycle times
User Adoption and Business Feedback Metrics
User satisfaction feedback User satisfaction survey with the technology
Business adoption rates Application overhead cost reduction

Info-Tech Insight

Even if marketing metrics are difficult to track right now, the implementation of an MMS brings access to valuable customer intelligence from data that was once kept in silos.

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:

1.2.1

Sample of activity 1.2.1 'Understand your business' goals for MMS by parsing your formal CXM strategy'. Align the CXM strategy value proposition to MMS capabilities

Our facilitator will help your team identify the IT CXM strategy and marketing goals. The analyst will then work with the team to map the strategy to technological drivers available in the MMS market.

1.3.2

Sample of activity 1.3.2 'Elicit and capture your MMS requirements'. Define the needs of MMS users

Our facilitator will work with your team to identify user requirements for the MMS Requirements Picklist Tool. The analyst will facilitate a discussion with your team to prioritize identified requirements.

Select a Marketing Management Suite

PHASE 2

Shortlist Marketing Management Suites

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: Shortlist Marketing Management Suites

Proposed Time to Completion: 1-3 months
Step 2.1: Analyze and Shortlist MMS Vendors
Start with an analyst kick-off call:
  • Review requirements gathering findings.
  • Review the MMS market space.
Then complete these activities…
  • Review vendor profiles and analysis.
  • Weigh the evaluation criteria’s importance in product capabilities and vendor characteristics.
  • Shortlist MMS vendors.
With these tools & templates:
Phase 2 Results:
  • Shortlist of MMS tools

Phase 2 milestones

Launch the MMS Project and Collect Requirements — Phase 1

  • Understand the MMS market space.
  • Assess organizational and project readiness for MMS selection.
  • Structure your MMS selection and implementation project by refining your MMS roadmap.
  • Align organizational use-case fit with market use cases.
  • Collect, prioritize, and document MMS requirements.

Shortlist MMS Tool — Phase 2

  • Review MMS market leaders and players within your aligned use case.
  • Review MMS vendor profiles and capabilities.
  • Shortlist MMS vendors based on organizational fit.

Select an MMS — Phase 3

  • Submit request for proposal (RFP) to shortlisted vendors.
  • Evaluate vendor responses and develop vendor demonstration scripts.
  • Score vendor demonstrations and select the final product.

Step 2.1: Analyze and shortlist MMS vendors

2.1

Analyze and Shortlist MMS Vendors

This step will walk you through the following activities:

  • Review MMS vendor landscape.
  • Take note of relevant point solutions.
  • Shortlist vendors for the RFP process.

This step involves the following participants:

  • Core project team

Outcomes of this step

  • Understanding of Info-Tech’s use-case scenarios for MMS: marketing automation, marketing intelligence, and social marketing.
  • Familiarity with the MMS vendor landscape.
  • Shortlist of MMS vendors for RFP process.

Familiarize yourself with the MMS market: How it got here

Vendor Profiles icon

Loosely Tied Together

Originally the sales and marketing enterprise application space was highly fragmented, with disparate best-of-breed point solutions patched together. Soon after, vendors in the late 1990s started bundling automation technologies into a single suite offering. Marketing capabilities of CRM suites were minimal at best and often restricted to web and email only.

Limited to Large Enterprises

Many vendors started to combine all marketing tools into a single, comprehensive marketing suite, but cost and complexity limited them to large enterprises and marketing agencies.

Best-of-breed solutions targeting new channels and new goals, like closed-loop sales and marketing, continued driving new marketing software genres, like dedicated lead management suites.

In today’s volatile business environment, judgment built from past experience is increasingly unreliable. With consumer behaviors in flux, once-valid assumptions (e.g. ‘older consumers don’t use Facebook or send text messages’) can quickly become outdated.” (SAS Magazine)

Info-Tech Insight

As the market evolves, capabilities that were once cutting edge become default and new functionality becomes differentiating. Some features, like basic CRM integration, have become table stakes capabilities. Focus on advanced analytics features and omnichannel integration capabilities to get the best fit for your requirements.

Familiarize yourself with the MMS market: Where it’s going

Vendor Profiles icon

AI and Machine Learning

Vendors are beginning to offer AI capabilities across MMS for data-driven customer engagement scoring and social listening insights. Machine learning capability is being leveraged to determine optimal customer journey and suggest next steps to users.

Marketplace Fragmentation

The number of players in the marketing application space has grown exponentially. The majority of these new vendors offer point solutions rather than full-blown marketing suites. Fragmentation is leading to tougher choices when looking to augment an existing platform with specific functionality.

Improving Application Integration

MMS vendors are fostering deeper integrations between their marketing products and core CRM products, leading to improved data hygiene. At the same time, vendors are improving flexibility in the marketing suite so that new channels can be added easily.

Greater Self-Service

Vendors have an increased emphasis on application usability. Their goal is to enable marketers to execute campaigns without relying on specialists.

There’s a firehose of customer data coming at marketers today, and with more interconnected devices emerging (wearables, smart watches, etc.), cultivating a seamless customer experience is likely to grow even more challenging.

Building out a data-driven marketing strategy and technology stack that enables you to capture behaviors across channels is key.” (IBM, Ideas for Exceeding Customer Expectations)

Review Info-Tech’s vendor profiles of the MMS market to identify vendors that meet your requirements

Vendors & Products Evaluated

Vendor logos including 'Adobe', 'ORACLE', and 'IBM'.

VENDOR PROFILES

Review the MMS Vendor Evaluation

Large icon of a descending bar graph for vendor profiles title page.

Table stakes are the minimum standard; without these, a product doesn’t even get reviewed

Vendor Profiles icon

TABLE STAKES

Feature Table Stake Functionality
Basic Workflow Automation Simple automation of common marketing tasks (e.g. handling inbound leads).
Basic Channel Integration Integration with minimum two or more marketing channels (e.g. email and direct mail).
Customizable User Interface A user interface that can be changed and optimized to users’ preferences. This includes customizable dashboards for displaying relevant marketing metrics.
Basic Mobile UX Accessible from a mobile device in some fashion.
Cloud Compatibility Able to offer integration within pre-existing or proprietary cloud server. Many vendors only have SaaS products.

What does this mean?

The products assessed in these vendor profiles meet, at the very least, the requirements outlined as table stakes.

Many of the vendors go above and beyond the outlined table stakes; some even do so in multiple categories. This section aims to highlight the products’ capabilities in excess of the criteria listed here.

Info-Tech Insight

If table stakes are all you need from your MMS, determine whether your existing CRM platform already satisfies your requirements. Otherwise, dig deeper to find the best price-to-value ratio for your needs.

Take a holistic approach to vendor and product evaluation

Almost – or equally – as important as evaluating vendor feature capabilities is the need to evaluate vendor viability and non-functional aspects of the MMS. Include an evaluation of the following criteria in your vendor scoring methodology:

Vendor Attribute Description
Vendor Stability and Variability The vendor’s proven ability to execute on constant product improvement, deliberate strategic direction, and overall commitment to research and development efforts in responding to emerging trends.
Security Model The potential to integrate the application to existing security models and the vendor's approach to handling customer data.
Deployment Style The choice to deploy a single or multi-tenant SaaS environment via a perpetual license.
Ease of Customization The relative ease with which a system can be customized to accommodate niche or industry-specific business or functional needs.
Vendor Support Options The availability of vendor support options, including selection consulting, application development resources, implementation assistance, and ongoing support resources.
Size of Partner Ecosystem The quantity of enterprise applications and third-party add-ons that can be linked to the MMS, as well as the number of system integrators available.
Ease of Data Integration The relative ease with which the system can be integrated with an organization’s existing application environment, including legacy systems, point solutions, and other large enterprise applications.

Info-Tech Insight

Evaluate vendor capabilities, not just product capabilities. An MMS is typically a long-term commitment; ensure that your organization is teaming up with a vendor or provider that you feel you can work well with and depend on.

Advanced features are the capabilities that allow for granular differentiation of market players and use-case performance

Vendor Profiles icon

Evaluation Methodology

These product features were assessed as part of the classification of vendors into use cases. In determining use-case leaders and players, select features were considered based on best alignment with the use case.

Feature Advanced Functionality
Advanced Campaign Management End-to-end marketing campaign management: customer journey mapping, campaign initiation, monitoring, and dynamic reporting and adjustment.
Marketing Asset Management Content repository functionality (or tight ECM integration) for marketing assets and campaign collateral (static, multimedia, e-commerce–related, etc.).
Marketing Analytics
  • Predictive analytics; machine learning; capabilities for data ingestion and visualization across various marketing research/marketing intelligence categories (demographic, psychographic, etc.).
  • Data segmentation; drill-down ability to assign attributes to unstructured data; ability to construct complex customer/competitive data visualizations from segmented data.
Breadth of Channel Support Ability to support and manage a wide range of marketing channels (e-commerce, SEO/SEM, paid advertising, email, traditional [print, multimedia], etc.).
Marketing Workflow Management Visual workflow editors and business rules engine creation.

Advanced features are the capabilities that allow for granular differentiation of market players and use-case performance

Vendor Profiles icon

Evaluation Methodology

These product features were assessed as part of the classification of vendors into use cases. In determining use-case leaders and players, select features were considered based on best alignment with the use case.

Feature Advanced Functionality
Community Marketing Management Branded customer communities (e.g. community support forums) and DMB/DSP.
Email Marketing Automation End-to-end management of email marketing: email templates, email previews, spam testing, A/B tracking, multivariate testing, and email metrics tracking.
Social Marketing Ability to integrate with popular social media networks and manage social properties and to aggregate and analyze social data for trend reporting.
Mobile Marketing Ability to manage SMS, push, and mobile application marketing.
Marketing Operations Management Project management tools for marketers (timelines, performance indicators, budgeting/resourcing tools, etc.).

Use the information in the MMS vendor profiles to streamline your vendor analysis process

Vendor Profiles icon This section includes profiles of the vendors evaluated against the previously outlined framework.
Review the use-case scenarios relevant to your organization’s use case to identify a vendor’s fit to your organization’s MMS needs.
  • L = Use-case leader
  • P = Use-case player
Three column headers: 'Marketing Automation', 'Marketing Intelligence', and 'Social Media Marketing'.
Understand your organization’s size and whether it falls within the product’s market focus.
  • Large enterprise: 2,000+ employees and revenue of $250M+
  • Small-medium enterprise: 30-2,000 employees and revenue of $25M-$250M
Column header 'MARKET FOCUS' with row headers 'Small-Medium' and 'Large Enterprise'.
Review the differentiating features to identify where the application performs best. A list of features.
Colors signify a feature’s performance. A key for color-coding: Blue - 'Best of Breed', Green - 'Present: Competitive Strength', Yellow-Green - 'Present: Competitive Parity', Yellow - 'Semi-Present', Grey - 'Absent'.

Adobe Marketing Cloud

Vendor Profiles icon
Logo for Adobe. FUNCTIONAL SPOTLIGHT

Creative Cloud Integration: To make for a more seamless cross-product experience, projects can be sent between Marketing Cloud and Creative Cloud apps such as Photoshop and After Effects.

Sensei: Adobe has revamped its machine learning and AI platform in an effort to integrate AI into all of its marketing applications. Sensei includes data from Microsoft in a new partnership program.

Anomaly Detection: Adobe’s Anomaly Detection contextualizes data and provides a statistical method to determine how a given metric has changed in relation to previous metrics.

USE-CASE PERFORMANCE
Marketing
Automation
Marketing
Intelligence
Social
Marketing

L

L

P

MARKET FOCUS
Small-Medium
Large Enterprise
Adobe’s goal with Marketing Cloud is to help businesses provide customers with cohesive, seamless experiences by surfacing customer profiles in relevant situations quickly. Adobe Marketing Cloud has traditionally been used in the B2C space but has seen an increase in B2C use cases driven by the finance and technology sectors. FEATURES
Color-coded ranking of each feature for Adobe.
Employees (2018): 17,000 Presence: Global Founded: 1982 NASDAQ: ADBE

HubSpot

Vendor Profiles icon

Logo for Hubspot.FUNCTIONAL SPOTLIGHT

Content Optimization System (COS): The fully integrated system stores assets and serves them to their designated channels at relevant times. The COS is integrated into HubSpot's marketing platform.

Email Automation: HubSpot provides basic email that can be linked to a specific part of an organization’s marketing funnel. These emails can also be added to pre-existing automated workflows.

Email Deliverability Tool: HubSpot identifies HTML or content that will be flagged by spam filters. It also validates links and minimizes email load times.

USE-CASE PERFORMANCE
Marketing
Automation
Marketing
Intelligence
Social
Marketing

P

P

P

MARKET FOCUS
Small-Medium
Large Enterprise
Hubspot’s primary focus has been on email marketing campaigns. It has put effort into developing solid “click not code” email marketing capabilities. Also, Hubspot has an official integration with Salesforce for expanded operations management and analytics capabilities. FEATURES
Color-coded ranking of each feature for Hubspot.
Employees (2018): 1,400 Presence: Global Founded: 2006 NYSE: HUBS

IBM Marketing Cloud

Vendor Profiles icon

Logo for IBM.FUNCTIONAL SPOTLIGHT

Watson: IBM is leveraging its popular Watson AI brand to generate marketing insights for automated campaigns.

Weather Effects: Set campaign rules based on connections between weather conditions and customer behavior relative to zip code made by Watson.

Real-Time Personalization: IBM has made efforts to remove campaign interaction latency and optimize live customer engagement by acting on information about what customers are doing in the current moment.

USE-CASE PERFORMANCE
Marketing
Automation
Marketing
Intelligence
Social
Marketing

L

L

P

MARKET FOCUS
Small-Medium
Large Enterprise
IBM has remained ahead of the curve by incorporating its well-known AI technology throughout Marketing Cloud. The application’s integration with the wide array of IBM products makes it a powerful tool for users already in the IBM ecosystem. FEATURES
Color-coded ranking of each feature for IBM.
Employees (2018): 380,000 Presence: Global Founded: 1911 NYSE: IBM

Marketo

Vendor Profiles icon

Logo for Marketo.FUNCTIONAL SPOTLIGHT

Content AI: Marketo has leveraged its investments in machine learning to intelligently fetch marketing assets and serve them to customers based on their interactions with a campaign.

Email A/B Testing: To improve lead generation from email campaigns, Marketo features the ability to execute A/B testing for customized campaigns.

Partnership with Google: Marketo is now hosted on Google’s cloud platform, enabling it to provide support for larger enterprise clients and improve GDPR compliance.

USE-CASE PERFORMANCE
Marketing
Automation
Marketing
Intelligence
Social
Marketing

P

P

P

MARKET FOCUS
Small-Medium
Large Enterprise
Marketo has strong capabilities for lead management but has recently bolstered its analytics capabilities. Marketo is hoping to capture some of the analytics application market share by offering tools with varying complexity and to cater to firms with a wide range of analytics needs. FEATURES
Color-coded ranking of each feature for Marketo.
Employees (2018): 1,000 Presence: Global Founded: 2006 Private Corporation

Oracle Marketing Cloud

Vendor Profiles icon

Logo for Oracle.FUNCTIONAL SPOTLIGHT

Data Visualization: To make for a more seamless cross-product experience, marketing projects can be sent between Marketing Cloud and Creative Cloud apps such as Dreamweaver.

ID Graph: Use ID Graph to unite disparate data sources to form a singular profile of leads, making the personalization and contextualization of campaigns more efficient.

Interest-Based Messaging: Pause a campaign to update a segment or content based on aggregated customer activity and interaction data.

USE-CASE PERFORMANCE
Marketing
Automation
Marketing
Intelligence
Social
Marketing

P

P

P

MARKET FOCUS
Small-Medium
Large Enterprise
Oracle Marketing Cloud is known for its balance between campaigns and analytics products. Oracle has taken the lead on expanding its marketing channel mix to include international options such as WeChat. Users already using Oracle’s CRM/CEM products will derive the most value from Marketing Cloud. FEATURES
Color-coded ranking of each feature for Oracle.
Employees (2018): 138,000 Presence: Global Founded: 1977 NYSE: ORCL

Salesforce Marketing Cloud

Vendor Profiles icon

Logo for Salesforce Marketing Cloud.FUNCTIONAL SPOTLIGHT

Einstein: Salesforce is putting effort into integrating AI into all of its applications. The Einstein AI platform provides marketers with predictive analytics and insights into customer behavior.

Mobile Studio: Salesforce has a robust mobile marketing offering that encompasses SMS/MMS, in-app engagement, and group messaging platforms.

Journey Builder: Salesforce created Journey Builder, which is a workflow automation tool. Its user-friendly drag-and-drop interface makes it easy to automate responses to customer actions.

USE-CASE PERFORMANCE
Marketing
Automation
Marketing
Intelligence
Social
Marketing

L

P

L

MARKET FOCUS
Small-Medium
Large Enterprise
Salesforce Marketing Cloud is primarily used by organizations in the B2C space. It has strong Sales Cloud CRM integration. Pardot is positioning itself as a tool for sales teams in addition to marketers. FEATURES
Color-coded ranking of each feature for Salesforce Marketing Cloud.
Employees (2018): 1,800 Presence: Global Founded: 2000 NYSE: CRM

Salesforce Pardot

Vendor Profiles icon

Logo for Salesforce Pardot.FUNCTIONAL SPOTLIGHT

Engagement Studio: Salesforce is putting marketing capabilities in the hands of sales reps by giving them access to a team email engagement platform.

Einstein: Salesforce’s Einstein AI platform helps marketers and sales reps identify the right accounts to target with predictive lead scoring.

Program Steps: Salesforce developed a distinct own workflow building tool for Pardot. Workflows are made of “Program Steps” that have the functionality to initiate campaigns based on insights from Einstein.

USE-CASE PERFORMANCE
Marketing
Automation
Marketing
Intelligence
Social
Marketing

P

P

-

MARKET FOCUS
Small-Medium
Large Enterprise
Pardot is Salesforce’s B2B marketing solution. Pardot has focused on developing tools that enable sales teams and marketers to work in lockstep in order to achieve lead-generation goals. Pardot has deep integration with Salesforce’s CRM and customer service management products. FEATURES
Color-coded ranking of each feature for Salesforce Pardot.
Employees (2018): 1,800 Presence: Global Founded: 2000 NYSE: CRM

SAP Hybris Marketing

Vendor Profiles icon

Logo for SAP.FUNCTIONAL SPOTLIGHT

CMO Dashboard: The specialized dashboard is aimed at providing overviews for the executive level. It includes the ability to coordinate marketing activities and project budgets, KPIs, and timelines.

Loyalty Management: SAP features in-app tools to manage campaigns specifically geared toward customer loyalty with digital coupons and iBeacons.

Customer Segmentation: SAP’s predictive capabilities dynamically suggest relevant customer profiles for new campaigns.

USE-CASE PERFORMANCE
Marketing
Automation
Marketing
Intelligence
Social
Marketing

P

L

P

MARKET FOCUS
Small-Medium
Large Enterprise
SAP Hybris Marketing Cloud optimizes marketing strategies in real time with accurate attribution and measurements. SAP’s operations management capabilities are robust, including the ability to view consolidated data streams from ongoing marketing plans, performance targets, and budgets. FEATURES
Color-coded ranking of each feature for SAP.
Employees (2018): 84,000 Presence: Global Founded: 1972 NYSE: SAP

SAS Marketing Intelligence

Vendor Profiles icon

Logo for SAS.FUNCTIONAL SPOTLIGHT

Activity Map: A user-friendly workflow builder that can be used to execute campaigns. Multiple activities can be simultaneously A/B tested within the Activity Map UI. The outcome of the test can automatically adjust the workflow.

Spots: A native digital asset manager that can store property that is part of existing and future campaigns.

Viya: A framework for fully integrating third-party data sources into SAS Marketing Intelligence. Viya assists with pairing on-premises databases with a cloud platform for use with the SAS suite.

USE-CASE PERFORMANCE
Marketing
Automation
Marketing
Intelligence
Social
Marketing

P

L

MARKET FOCUS
Small-Medium
Large Enterprise
SAS has been a leading BI and analytics provider for more than 35 years. Rooted in statistical analysis of data, SAS products provide forward-looking strategic insights. Organizations that require extensive customer intelligence capabilities and the ability to “slice and dice” segments should have SAS on their shortlist. FEATURES
Color-coded ranking of each feature for SAS.
Employees (2018): 14,000 Presence: Global Founded: 1976 Private Corporation

Consider alternative MMS vendors not included in Info-Tech’s vendor profiles

Info-Tech evaluated only a portion of vendors in the MMS market. In order for a vendor to be included in this landscape, the company needed to meet three baseline criteria:
  1. Our clients must be talking about the solution.
  2. Our analysts must believe the solution will play well within the evaluation.
  3. The vendor must meet table stakes criteria.
Below is a list of notable vendors in the space that did not meet all of Info-Tech’s inclusion requirements.

Additional vendors in the MMS market:

Logo for act-on. Logo for SharpSpring.

See the next slides for suggested point solutions.

Leverage Info-Tech’s WXM and SMMP vendor landscapes to select platforms that fit with your CXM strategy

Web experience management (WXM) and social media management platforms (SMMP) act in concert with your MMS to execute complex campaigns.

Social Media Management

Info-Tech’s SMMP selection guide enables you to find a solution that satisfies your objectives across marketing, sales, public relations, HR, and customer service. Create a unified framework for driving successful implementation and adoption of your SMMP that fully addresses CRM and marketing automation integration, end-user adoption, and social analytics with Info-Tech’s blueprint Select and Implement a Social Media Management Platform.

Stock image with the title Select and Implement a Social Media Management Platform.
Web Experience Management

Info-Tech’s approach to WXM ensures you have the right suite of tools for web content management, experience design, and web analytics. Put your best foot forward by conducting due diligence as the selection project advances. Ensure that your organization will see quick results with Info-Tech’s blueprint Select and Implement a Web Experience Management Solution.

Stock image with the title Select and Implement a Web Experience Management Solution.

POINT SOLUTION PROFILES

Review this cursory list of point solutions by use case

Consider point solutions if a full suite is not required

Large icon of a target for point solution profiles title page.

Consider point solutions if a full suite is not required

Email Marketing

Logos of companies for Email Marketing including MailChimp and emma.

Consider point solutions if a full suite is not required

Search Engine Optimization (SEO)

Logos of companies for Search Engine Optimization including SpyFu and SerpStat.

Consider point solutions if a full suite is not required

Demand-Side Platform (DSP)

Logos of companies for Demand-Side Platform including MediaMath and rocketfuel.

Consider point solutions if a full suite is not required

Customer Portal Software

Logos of companies for Customer Portal Software including LifeRay and lithium.

Select a Marketing Management Suite

PHASE 3

Select Vendor and Communicate Decision to Stakeholders

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: Plan Your MMS Implementation

Proposed Time to Completion: 2 weeks
Step 3.1: Select Your MMS Step 3.2: Communicate the Decision to Stakeholders
Start with an analyst kick-off call:
  • Review the MMS shortlist.
  • Discuss how to link RFP questions and demo script scenarios to gathered requirements.
Review findings with analyst:
  • Review the alignment between MMS capability and the business’ CXM strategy.
  • Discuss how to present the decision to stakeholders.
Then complete these activities…
  • Build a vendor response template.
  • Evaluate RFP responses from vendors.
  • Build demo scripts and set up product demonstrations.
  • Establish evaluation criteria.
  • Select MMS product and vendor.
Then complete these activities…
  • Present decision rationale to stakeholders.
With these tools & templates:
  • MMS Request for Proposal Template
  • MMS Vendor Demo Script
With these tools & templates:
  • MMS Selection Executive Presentation Template
Phase 3 Results
  • Select an MMS that meets requirements and is approved by stakeholders.

Phase 3 milestones

Launch the MMS Project and Collect Requirements — Phase 1

  • Understand the MMS market space.
  • Assess organizational and project readiness for MMS selection.
  • Structure your MMS selection and implementation project by refining your MMS roadmap.
  • Align organizational use-case fit with market use cases.
  • Collect, prioritize, and document MMS requirements.

Shortlist MMS Tool — Phase 2

  • Review MMS market leaders and players within your aligned use case.
  • Review MMS vendor profiles and capabilities.
  • Shortlist MMS vendors based on organizational fit.

Select an MMS — Phase 3

  • Submit request for proposal (RFP) to shortlisted vendors.
  • Evaluate vendor responses and develop vendor demonstration scripts.
  • Score vendor demonstrations and select the final product.

Step 2.1: Analyze and shortlist MMS vendors

3.1

3.2

Select Your MMS Communicate Decision to Stakeholders

This step will walk you through the following activities:

  • Build a response template to standardize potential vendor responses and streamline your evaluation process.
  • Evaluate the RFPs you receive with a clear scoring process and evaluation framework.
  • Build a demo script to evaluate product demonstrations by vendors.
  • Select your solution.

This step involves the following participants:

  • Core project team
  • Procurement SMEs
  • Project sponsor

Outcomes of this step

  • Completed MMS RFP vendor response template
  • Completed MMS demo script(s)
  • Established product and vendor evaluation criteria
  • Final MMS selection

Activity: Shortlist vendors for the RFP process

Associated Activity icon 3.1.1 30 minutes

INPUT: Organizational use-case fit

OUTPUT: MMS vendor shortlist

Materials: Info-Tech’s MMS use cases, Info-Tech’s vendor profiles, Whiteboard, markers

Participants: Core project team

Instructions

  1. Collectively with the core project team, determine any knock-out criteria for shortlisting MMS vendors. For example, if your team is executing on a strategy that favors mobile deployment, vendors who do not have a mobile offering may be off the table.
  2. Based on the results in Activity 1.3.2, write a longlist of vendors. In most cases, this list will consist of all the vendors that fall into your organization’s use-case scenario. If your organization fits into more than one use case (e.g. your organization has both product-centric and service-centric MMS needs), look for the overlap of vendors between the use cases.
  3. Review the profiles of the vendors that fall into your use-case scenario. Based on your knock-out criteria established in Step 1, eliminate any vendors as applicable.
  4. Finalize and record your shortlist of MMS vendors.

Use Info-Tech’s MMS Request for Proposal Template to document and communicate your requirements to vendors

Supporting Tool icon 3.1.2 MMS Request for Proposal Template

Use the MMS Request for Proposal Template as a step-by-step guide on how to request interested vendors to submit written proposals that meet your set of requirements.

If interested in bidding for your project, vendors will respond with a description of the techniques they would employ to address your organizational challenges and meet your requirements, along with a plan of work and detailed budget for the project.

The RFP is an important piece of setting and aligning your expectations with the vendors’ product offerings. Make sure to address the following elements in the RFP:

Sections of the Tool:

  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. Additional terms and conditions
  8. Vendor certification

INFO-TECH DELIVERABLE

Sample of Info-Tech's MMS Request Proposal Template.

Complete the MMS Request for Proposal Template by following the instructions in Activity 3.1.3.

Activity: Create an RFP to submit to MMS vendors

Associated Activity icon 3.1.3 1-2 hours

INPUT: Business requirements document, Procurement procedures

OUTPUT: MMS RFP

Materials: Internal RFP tools or templates (if available), Info-Tech’s MMS Request for Proposal Template (optional)

Participants: Procurement SMEs, Project manager, Core project team (optional)

Instructions

  1. Download Info-Tech’s MMS Request for Proposal Template or prepare internal best-practice RFP tools.
  2. Build your RFP:
    1. Complete the statement of work and general information sections to provide organizational context to your longlisted vendors.
    2. Outline the organization’s procurement instructions for vendors, including due diligence, assessment criteria, and dates.
    3. Input the business requirements document as created in Activity 1.3.2.
    4. Create a scenario overview to provide vendors with an opportunity to give an estimate price.
  3. Obtain approval for your RFP. Each organization has a unique procurement process; follow your own organization’s process as you submit your RFPs to vendors. Ensure compliance with your organization’s standards and gain approval for submitting your RFP.

Establish vendor evaluation criteria

Vendor demonstrations are an integral part of the selection process. Having clearly defined selection criteria will help with setting up relevant demos as well as inform the vendor scorecards.

EXAMPLE EVALUATION CRITERIAPie chart indicating the weight of each 'Vendor Evaluation Criteria': 'Functionality, 30%', 'Ease of Use, 25%', 'Cost, 15%', 'Vendor, 15%', and 'Technology, 15%'.
Functionality (30%)
  • Breadth of capability
  • Tactical capability
  • Operational capability
Ease of Use (25%)
  • End-user usability
  • Administrative usability
  • UI attractiveness
  • Self-service options
Cost (15%)
  • Maintenance
  • Support
  • Licensing
  • Implementation (internal and external costs)
Vendor (15%)
  • Support model
  • Customer base
  • Sustainability
  • Product roadmap
  • Proof of concept
  • Implementation model
Technology (15%)
  • Configurability options
  • Customization requirements
  • Deployment options
  • Security and authentication
  • Integration environment
  • Ubiquity of access (mobile)

Info-Tech Insight

Base your vendor evaluations not on the capabilities of the solutions but instead on how the solutions align with your organization’s process automation requirements and considerations.

Vendor demonstrations

Examine how the vendor’s solution performs against your evaluation framework.

What is the value of a vendor demonstration?

Vendor demonstrations create a valuable opportunity for your organization to confirm that the vendor’s claims in the RFP are actually true.

A display of the vendor’s functional capabilities and its execution of the scenarios given in your demo script will help to support your assessment of whether a vendor aligns with your MMS requirements.

What should be included in a vendor demonstration?

  1. Vendor’s display of its solution for the scenarios provided in the demo script.
  2. Display of functional capabilities of the tool.
  3. Briefing on integration capabilities.

Activity: Invite top performing vendors for product demonstrations

Associated Activity icon 3.1.4 1-2 hours

INPUT: Business requirements document, Logistical considerations, Usage scenarios by functional area

OUTPUT: MMS demo script

Materials: Info-Tech’s MMS Vendor Demo Script

Participants: Procurement SMEs, Core project team

Instructions

  1. Have your evaluation team (selected at the onset of the project) present to evaluate each vendor’s presentation. In some cases you may choose to bring in a subject matter expert (SME) to evaluate a specific area of the tool.
  2. Outline the logistics of the demonstration in the Introduction section of the template. Be sure to outline the total length of the demo and the amount of time that should be dedicated to the following:
    • Product demonstration in response to the demo script
    • Showcase of unique product elements, not reflective of the demo script
    • Question and answer session
    • Breaks and other potential interruptions
  3. Provide prompts for the vendor to display the capabilities by listing and describing usage scenarios by functional area. For example, when asking a vendor to demo financial and accounting management capabilities, you may break scenarios out by task (e.g. general ledger, accounts payable) or user role (e.g. finance manager, administrator).

Info-Tech Insight

Challenge vendor project teams during product demonstrations. Asking the vendor to make adjustments or customizations on the fly will allow you to get an authentic feel of product capability and flexibility, as well as of the degree of adaptability of the vendor project team. Ask the vendor to demonstrate how to do things not listed in your user scenarios, such as change system visualizations or design, change underlying data, add additional datasets, demonstrate analytics capabilities, or channel specific automation.

Use Info-Tech’s MMS Vendor Demo Script template to set expectations for vendor product demonstration

Vendor Profiles icon MMS Vendor Demo Script

Customize and use Info-Tech’s MMS Vendor Demo Script to help identify how a vendor’s solution will fit your organization’s particular business capability needs.

This tool assists with outlining logistical considerations for the demo itself and the scenarios with which the vendors should script their demonstration.

Sections of the Tool:

  1. Introduction
  2. Demo scenarios by functional area

Info-Tech Best Practice

Avoid providing vendors with a rigid script for product demonstration; instead, provide user scenarios. Part of the value of a vendor demonstration is the opportunity to assess whether or not the vendor project team has a solid understanding of your organization’s MMS challenges and requirements and can work with your team to determine the best solution possible. A rigid script may result in your inability to assess whether the vendor will adjust for and scale with your project and organization as a technology partner.

INFO-TECH DELIVERABLE

Sample of Info-Tech's MMS Vendor Demo Script.

Use the MMS Vendor Demo Script by following the instructions in Activity 3.1.4.

Leverage Info-Tech’s vendor selection and negotiation models as the basis for a streamlined MMS selection process

Design a procurement process that is robust, ruthless, and reasonable. Rooting out bias during negotiation is vital to making unbiased vendor selections.

Vendor Selection

Info-Tech’s approach to vendor selection gets you to design a procurement process that is robust, ruthless, and reasonable. This approach enables you to take control of vendor communications. Implement formal processes with an engaged team to achieve the right price, the right functionality, and the right fit for the organization with Info-Tech's blueprint Implement a Proactive and Consistent Vendor Selection Process.

Stock image with the title Implement a Proactive and Consistent Vendor Selection Process.
Vendor Negotiation

Info-Tech’s SaaS negotiation strategy focuses on taking control of implementation from the beginning. The strategy allows you to work with your internal stakeholders to make sure they do not team up with the vendor instead of you. Reach an agreement with your vendor that takes into account both parties’ best interests with Info-Tech’s blueprint Negotiate SaaS Agreements That Are Built to Last.

Stock image with the title Negotiate SaaS Agreements That Are Built to Last.

Step 3.2: Communicate decision to stakeholders

3.1

3.2

Select Your MMS Communicate Decision to Stakeholders

This step will walk you through the following activities:

  • Collect project rationale documentation.
  • Create a presentation to communicate your selection decision to stakeholders.

This step involves the following participants:

  • Core project team
  • Procurement SMEs
  • Project sponsor
  • Business stakeholders
  • Relevant management

Outcomes of this step

  • Completed MMS Selection Executive Presentation Template
  • Affirmation of MMS selection by stakeholders

Inform internal stakeholders of the final decision

Ensure traceability from the selected tool to the needs identified in the first phase. Internal stakeholders must understand the reasoning behind the final selection and see the alignment to their defined requirements and needs.

Document the selection process to show how the selected tool aligns to stakeholder needs:

A large arrow labelled 'Application Benefits', underlaid beneath two smaller arrows labelled 'MMS stakeholder needs' and 'MMS technology needs', all pointing to the right.

Documentation will assist with:

  1. Adopting the selected MMS.
  2. Demonstrating that proper due diligence was performed during the selection process.
  3. Providing direct traceability between the selected applications and internal stakeholder needs.

Activity: Prepare a presentation deck to communicate the selection process and decision to internal stakeholders

Associated Activity icon 3.2.1 1 week

INPUT: MMS tool selection committee expertise

OUTPUT: Decision to invest or not invest in an MMS tool

Materials: Note-taking materials, Whiteboard or flip chart, markers

Participants: MMS tool selection committee

Instructions

  1. Download Info-Tech’s MMS Selection Executive Presentation Template.
  2. Read the instructions on slide 2 of the template. Then, on slide 3, decide if any portion of the selection process should be removed from the communication. Discuss with the team and make adjustments to slide 3 as necessary.
  3. Work with the MMS selection committee to populate the slides that remain after the adjustments. Follow the instructions on each slide to help complete the content.
  4. Refer to the square brackets on each slide (e.g. [X.X]) to identify the activity numbers in this storyboard that correspond to the slide in the MMS Selection Executive Presentation Template. Use the outputs produced from the corresponding activities in this deck and populate each slide in the MMS Selection Executive Presentation Template.
  5. Use the completed template to present to internal stakeholders.

Info-Tech Insight

Documenting the process of how the selection decision was made will avoid major headaches down the road. Without a documented process, internal stakeholders and even vendors can challenge and discredit the selection process.

Vendor participation

Vendors Who Briefed with Info-Tech Research Group

Logos of vendors who participated in this blueprint: Salesforce Pardot, SAS, Adobe, Marketo, and Salesforce Marketing Cloud.

Professionals Who Contributed to Our Evaluation and Research

  • Sara Camden, Digital Change Agent, Equifax
  • Caren Carrasco, Lifecycle Marketing and Automation, Benjamin David Group
  • 10 anonymous contributors participated in the vendor briefings

Works cited

Adobe Systems Incorporated. “Bayer builds understanding, socially.” Adobe.com, 2017. Web.

IBM Corporation, “10 Key Marketing Trends for 2017.” IBM.com, 2017. Web.

Marketo, Inc. “The Definitive Guide to Marketing Automation.” Marketo.com, 2013. Web.

Marketo, Inc. “NBA franchise amplifies its message with help from Marketo’s marketing automation technology.” Marketo.com, 2017. Web.

Salesforce Pardot. “Marketing Automation & Your CRM: The Dynamic Duo.” Pardot.com, 2017. Web.

SAS Institute Inc. “Marketing Analytics: How, why and what’s next.” SAS Magazine, 2013. Web.

SAS Institute Inc. “Give shoppers offers they’ll love.” SAS.com, 2017. Web.

Enable Product Delivery – Executive Leadership Workshop

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  • 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.

Prevent Data Loss Across Cloud and Hybrid Environments

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  • Parent Category Name: Governance, Risk & Compliance
  • Parent Category Link: /governance-risk-compliance
  • 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.

Related Info-Tech Research

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Discover and Classify Your Data

Understand where your data lives and who has access to it. This blueprint will help you develop an appropriate data classification system by conducting interviews with data owners and by incorporating vendor solutions to make the process more manageable and end-user friendly.

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Identify the Components of Your Cloud Security Architecture

This blueprint and associated tools are scalable for all types of organizations within various industry sectors. It allows them to know what types of risk they are facing and what security services are strongly recommended to mitigate those risks.

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Data Loss Prevention on SoftwareReviews

Quickly evaluate top vendors in the category using our comprehensive market report. Compare product features, vendor strengths, user-satisfaction, and more.

Don’t settle for just any vendor – find the one you can trust. Use the Emotional Footprint report to see which vendors treat their customers right.

Research Contributors

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CSO and Founder
Klavan Physical and Cyber Security Services

Arshad Momin
Cyber Security Architect
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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

Optimize the Current Testing Process for Enterprise Mobile Applications

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  • Parent Category Name: Testing, Deployment & QA
  • Parent Category Link: /testing-deployment-and-qa
  • Your team has little or no experience in mobile testing.
  • You need to optimize current testing processes to include mobile.
  • You need to conduct an RFP for mobile testing tools.

Our Advice

Critical Insight

  • One-size-fits-all testing won’t work for mobile. The testing tools are fragmented.
  • Mobile offers many new test cases, so organizations can expect to spend more time testing.

Impact and Result

  • Identify and address gaps between your current testing process and a target state that includes mobile testing.
  • Establish project value metrics to ensure business and technical requirements are met.

Optimize the Current Testing Process for Enterprise Mobile Applications Research & Tools

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

1. Assess the current testing state

Determine a starting point for architecture and discuss pain points that will drive reusability.

  • Storyboard: Optimize the Current Testing Process for Enterprise Mobile Applications
  • Mobile Testing Project Charter Template
  • Visual SOP Template for Application Testing

2. Determine the target state testing framework

Document a preliminary list of test requirements and create vendor RFP and scoring.

  • Test Requirements Tool
  • Request for Proposal (RFP) Template

3. Implement testing tools to support the testing SOP

Create an implementation rollout plan.

  • Project Planning and Monitoring Tool

Infographic

Workshop: Optimize the Current Testing Process for Enterprise Mobile Applications

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 the Fit for Test Process Optimization

The Purpose

Understand mobile testing pain points.

Evaluate current statistics and challenges around mobile testing and compare with your organization.

Realize the benefits of mobile testing.

Understand the differences of mobile testing.

Assess your readiness for optimizing testing to include mobile.

Key Benefits Achieved

Preliminary understanding of how mobile testing is different from conventional approaches to testing apps.

Understanding of how mobile testing can optimize your current testing process.

Activities

1.1 Understand the pain points experienced with mobile testing

1.2 Evaluate current statistics and challenges of mobile testing and compare your organization

1.3 Realize the benefits that come from mobile testing

1.4 Understand the differences between mobile app testing and conventional app testing

1.5 Assess your readiness for optimizing the testing process to include mobile

Outputs

Organizational state assessment for mobile testing

2 Structure & Launch the Project

The Purpose

Identify stakeholders for testing requirements gathering.

Create a project charter to obtain project approval.

Present and obtain project charter sign-off.

Key Benefits Achieved

Well documented project charter.

Approval to launch the project.

Activities

2.1 Identify stakeholders for testing requirements gathering

2.2 Create a project charter to obtain project approval

2.3 Present & obtain project charter sign-off

Outputs

Project objectives and scope

Project roles and responsibilities

3 Assess Current Testing State

The Purpose

Document your current non-mobile testing processes.

Create a current testing visual SOP.

Determine current testing pain points.

Key Benefits Achieved

Thorough understanding of current testing processes and pain points.

Activities

3.1 Document your current non-mobile testing processes

3.2 Create a current state visual SOP

3.3 Determine current testing pain points

Outputs

Documented current testing processes in the form of a visual SOP

List of current testing pain points

4 Determine Target State Testing Framework

The Purpose

Determine your target state for mobile testing.

Choose vendors for the RFP process.

Evaluate selected vendor(s) against testing requirements.

Design mobile testing visual SOP(s).

Key Benefits Achieved

Prioritized list of testing requirements for mobile.

Vendor selection for mobile testing solutions through an RFP process.

New SOP designed to include both current testing and mobile testing processes.

Activities

4.1 Determine your target state for mobile testing by following Info-Tech’s framework as a starting point

4.2 Design new SOP to include testing for mobile apps

4.3 Translate all considered visual SOP mobile injections into requirements

4.4 Document the preliminary list of test requirements in the RFP

4.5 Determine which vendors to include for the RFP process

4.6 Reach out to vendors for a request for proposal

4.7 Objectively evaluate vendors against testing requirements

4.8 Identify and assess the expected costs and impacts from determining your target state

Outputs

List of testing requirements for mobile

Request for Proposal

5 Implement Testing Tools to Support Your Testing SOP

The Purpose

Develop an implementation roadmap to integrate new testing initiatives.

Anticipate potential roadblocks during implementation rollout.

Operationalize mobile testing and ensure a smooth hand-off to IT operations.

Key Benefits Achieved

Creation of implementation project plan.

List of approaches to mitigate potential implementation roadblocks.

Achieving clean hand-off to IT ops team.

Activities

5.1 Develop a project plan to codify your current understanding of the scope of work

5.2 Anticipate potential roadblocks during your tool’s implementation

5.3 Operationalize your testing tools and ensure a smooth hand-off from the project team

Outputs

Mobile testing metrics implementation plan

6 Conduct Your Retrospectives

The Purpose

Conduct regular retrospectives to consider areas for improvement.

Adjust your processes, systems, and testing tools to improve performance and usability.

Revisit implementation metrics to communicate project benefits.

Leverage the lessons learned and apply them to other projects.

Key Benefits Achieved

Project specific metrics.

Discovery of areas to improve.

Activities

6.1 Conduct regular retrospectives to consider areas for improvement

6.2 Revisit your implementation metrics to communicate project benefits to business stakeholders

6.3 Adjust your processes, systems, and testing tools to improve performance and usability

6.4 Leverage the lessons learned and apply them to other IT projects

Outputs

Steps to improve your mobile testing

Sustain and Grow the Maturity of Innovation in Your Enterprise

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  • Parent Category Name: Innovation
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  • Customers are not waiting – they are insisting on change now. The recent litany of business failures and the ongoing demand for improved services means that “not in my backyard” will mean no backyard.
  • Positive innovation is about achieving tomorrow’s success today, where everyone is a leader and ideas and people can flourish – in every sector.

Our Advice

Critical Insight

  • Many innovation programs are not delivering value at a time when change is constant and is impacting both public and private sector organizations.
  • Organizations are not well-positioned in terms of leadership skills to advance their innovation programs.
  • Unlock your innovation potential by looking at your innovation projects on both a macro and micro level.
  • Innovation capacity is directly linked with creativity; allow your employees' creativity to flourish using Info-Tech’s positive innovation techniques.
  • Innovations need to be re-harvested each year in order to maximize your return on investment.

Impact and Result

  • From an opportunity perspective, create an effective innovation program that spawns more innovations, realizes benefits from existing assets not fully being leveraged, and lays the groundwork for enhanced products and services.
  • This complementary toolkit and method (to existing blueprints/research) guides you to assess the “aspiration level” of innovations and the innovation program, assess the resources/capabilities that an entity has to date employed in its innovation program, and position IT for success to achieve the strategic objectives of the enterprise.

Sustain and Grow the Maturity of Innovation in Your Enterprise Research & Tools

Start here – read the Executive Brief

Read our concise Executive Brief to find out why you should formalize processes to improve your innovation 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. Scope and define

Understand your current innovation capabilities and create a mandate for the future of your innovation program.

  • Sustain and Grow the Maturity of Innovation in Your Enterprise – Phase 1: Scope and Define
  • Innovation Program Mandate and Terms of Reference Template
  • Innovation Program Overview Presentation Template
  • Innovation Assessment Tool

2. Assess and aspire

Assess opportunities for your innovation program on a personnel and project level, and provide direction on how to improve along these dimensions.

  • Sustain and Grow the Maturity of Innovation in Your Enterprise – Phase 2: Assess and Aspire
  • Appreciative Inquiry Questionnaire

3. Implement and inspire

Formalize the innovation improvements you identified earlier in the blueprint by mapping them to your IT strategy.

  • Sustain and Grow the Maturity of Innovation in Your Enterprise – Phase 3: Implement and Inspire
  • Innovation Planning Tool
[infographic]

Workshop: Sustain and Grow the Maturity of Innovation in Your Enterprise

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 Pre-Work

The Purpose

Gather data that will be analyzed in the workshop.

Key Benefits Achieved

Information gathered with which analysis can be performed.

Activities

1.1 Do an inventory of innovations/prototypes underway.

1.2 High-level overview of all existing project charters, and documentation of innovation program.

1.3 Poll working group or key stakeholders in regards to scope of innovation program.

Outputs

Up-to-date inventory of innovations/prototypes

Document review of innovation program and its results to date

Draft scope of the innovation program and understanding of the timelines

2 Scope and Define

The Purpose

Scope the innovation program and gain buy-in from major stakeholders.

Key Benefits Achieved

Buy-in from IT steering committee for innovation program improvements.

Activities

2.1 Establish or re-affirm values for the program.

2.2 Run an initial assessment of the organization’s innovation potential (macro level).

2.3 Set/reaffirm scope and budget for the program.

2.4 Define or refine goals and outcomes for the program.

2.5 Confirm/re-confirm risk tolerance of organization.

2.6 Update/document innovation program.

2.7 Create presentation to gain support from the IT steering committee.

Outputs

Innovation program and terms of reference

Presentation on organization innovation program for IT steering committee

3 Assess and Aspire

The Purpose

Analyze the current performance of the innovation program and identify areas for improvement.

Key Benefits Achieved

Identify actionable items that can be undertaken in order to improve the performance of the innovation program.

Activities

3.1 Assess your level of innovation per innovation project (micro level).

3.2 Update the risk tolerance level of the program.

3.3 Determine if your blend of innovation projects is ideal.

3.4 Re-prioritize your innovation projects (if needed).

3.5 Plan update to IT steering committee.

3.6 Assess positive innovation assessment of team.

3.7 Opportunity analysis of innovation program and team.

Outputs

Positive innovation assessment

Re-prioritized innovation projects

Updated presentation for IT steering committee

4 Implement and Inspire

The Purpose

Formalize the innovation program by tying it into the IT strategy.

Key Benefits Achieved

A formalized innovation program that is closely tied to the IT strategy.

Activities

4.1 Update business context in terms of impact on IT implications.

4.2 Update IT strategy in terms of impact and benefits of innovation program.

4.3 Update/create innovation program implementation plan.

4.4 Plan update for IT steering committee.

Outputs

Updated business context

Updated IT strategy

Innovation implementation plan, including roadmap

Updated presentation given to IT steering committee

2020 Security Priorities Report

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  • Parent Category Name: Security Strategy & Budgeting
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Use this deck to learn what projects security practitioners are prioritizing for 2020. Based on a survey of 460 IT security professionals, this report explains what you need to know about the top five priorities, including:

  • Signals and drivers
  • Benefits
  • Critical uncertainties
  • Case study
  • Implications

While the priorities should in no way be read as prescriptive, this research study provides a high-level guide to understand that priorities drive the initiatives, projects, and responsibilities that make up organizations' security strategies.

Our Advice

Critical Insight

There is always more to do, and if IT leaders are to grow with the business, provide meaningful value, and ascend the ladder to achieve true business partner and innovator status, aggressive prioritization is necessary. Clearly, security has become a priority across organizations, as security budgets have continued to increase over the course of 2019. 2020’s priorities highlight that data security has become the thread that runs through all other security priorities, as data is now the currency of the modern digital economy. As a result, data security has reshaped organizations’ priorities to ensure that data is always protected.

Impact and Result

Ultimately, understanding how changes in technology and patterns of work stand to impact the day-to-day lives of IT staff across seniority and industries will allow you to evaluate what your priorities should be for 2020. Ensure that you’re spending your time right. Use data to validate. Prioritize and implement.

2020 Security Priorities Report Research & Tools

Start here – read the Executive Brief

This storyboard will help you understand what projects security practitioners are prioritizing for 2020.

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

1. Data security

Data security often rubs against other organizational priorities like data quality, but organizations need to understand that the way they store, handle, and dispose of data is now under regulatory oversight.

  • 2020 Security Priorities Report – Priority 1: Data Security

2. Cloud security

Cloud security means that organizations can take advantage of automation tools not only for patching and patch management but also to secure code throughout the SDLC. It is clear that cloud will transform how security is performed.

  • 2020 Security Priorities Report – Priority 2: Cloud Security

3. Email security

Email security is critical, since email continues to be one of the top points of ingress for cyberattacks from ransomware to business email compromise.

  • 2020 Security Priorities Report – Priority 3: Email Security

4. Security risk management

Security risk management requires organizations to make decisions based on their individual risk tolerance on such things as machine learning and IoT devices.

  • 2020 Security Priorities Report – Priority 4: Security Risk Management

5. Security awareness and training

Human error continues to be a security issue. In 2020, organizations should tailor their security awareness and training to their people so that they are more secure not only at work but also in life.

  • 2020 Security Priorities Report – Priority 5: Security Awareness and Training
[infographic]

Build a Security Compliance Program

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  • Parent Category Name: Governance, Risk & Compliance
  • Parent Category Link: /governance-risk-compliance
  • Most organizations spend between 25 and 40 percent of their security budget on compliance-related activities.
  • Despite this growing investment in compliance, only 28% of organizations believe that government regulations help them improve cybersecurity.
  • The cost of complying with cybersecurity and data protection requirements has risen to the point where 58% of companies see compliance costs as barriers to entering new markets.
  • However, recent reports suggest that while the costs of complying are higher, the costs of non-compliance are almost three times greater.

Our Advice

Critical Insight

  • Test once, attest many. Having a control framework allows you to satisfy multiple compliance requirements by testing a single control.
  • Choose your own conformance adventure. Conformance levels allow your organization to make informed business decisions on how compliance resources will be allocated.
  • Put the horse before the cart. Take charge of your audit costs by preparing test scripts and evidence repositories in advance.

Impact and Result

  • Reduce complexity within the control environment by using a single framework to align multiple compliance regimes.
  • Provide senior management with a structured framework for making business decisions on allocating costs and efforts related to cybersecurity and data protection compliance obligations.
  • Reduces costs and efforts related to managing IT audits through planning and preparation.
  • This blueprint can help you comply with NIST, ISO, CMMC, SOC2, PCI, CIS, and other cybersecurity and data protection requirements.

Build a Security Compliance Program Research & Tools

Start here – read the Executive Brief

Read our concise Executive Brief to find out why you should manage your security compliance obligations, 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:

Infographic

Workshop: Build a Security Compliance 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 Establish the Program

The Purpose

Establish the security compliance management program.

Key Benefits Achieved

Reviewing and adopting an information security control framework.

Understanding and establishing roles and responsibilities for security compliance management.

Identifying and scoping operational environments for applicable compliance obligations.

Activities

1.1 Review the business context.

1.2 Review the Info-Tech security control framework.

1.3 Establish roles and responsibilities.

1.4 Define operational environments.

Outputs

RACI matrix

Environments list and definitions

2 Identify Obligations

The Purpose

Identify security and data protection compliance obligations.

Key Benefits Achieved

Identifying the security compliance obligations that apply to your organization.

Documenting obligations and obtaining direction from management on conformance levels.

Mapping compliance obligation requirements into your control framework.

Activities

2.1 Identify relevant security and data protection compliance obligations.

2.2 Develop conformance level recommendations.

2.3 Map compliance obligations into control framework.

2.4 Develop process for operationalizing identification activities.

Outputs

List of compliance obligations

Completed Conformance Level Approval forms

(Optional) Mapped compliance obligation

(Optional) Identification process diagram

3 Implement Compliance Strategy

The Purpose

Understand how to build a compliance strategy.

Key Benefits Achieved

Updating security policies and other control design documents to reflect required controls.

Aligning your compliance obligations with your information security strategy.

Activities

3.1 Review state of information security policies.

3.2 Recommend updates to policies to address control requirements.

3.3 Review information security strategy.

3.4 Identify alignment points between compliance obligations and information security strategy.

3.5 Develop compliance exception process and forms.

Outputs

Recommendations and plan for updates to information security policies

Compliance exception forms

4 Track and Report

The Purpose

Track the status of your compliance program.

Key Benefits Achieved

Tracking the status of your compliance obligations.

Managing exceptions to compliance requirements.

Reporting on the compliance management program to senior stakeholders.

Activities

4.1 Define process and forms for self-attestation.

4.2 Develop audit test scripts for selected controls.

4.3 Review process and entity control types.

4.4 Develop self-assessment process.

4.5 Integrate compliance management with risk register.

4.6 Develop metrics and reporting process.

Outputs

Self-attestation forms

Completed test scripts for selected controls

Self-assessment process

Reporting process

Recommended metrics

Make the Case for Enterprise Business Analysis

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  • Parent Category Name: Requirements & Design
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  • It can be difficult to secure alignment between the many lines of business, IT included, in your organization.
  • Historically, we have drawn a dividing line between IT and "the business.”
  • The reality of organizational politics and stakeholder bias means that, with selection and prioritization, sometimes the highest value option is dismissed to make way for the loudest voice’s option.

Our Advice

Critical Insight

  • Enterprise business analysis can help you stop the debate between IT and “the business,” as it sees everyone as part of the business. It can effectively break down silos, support the development of holistic strategies to address internal and external risks, and remove the bias and politics in decision making all too common in organizations.
  • The business analyst is the only role that can connect the strategic with the tactical, the systems, and the operations and do so objectively. It is the one source to show how people, process, and technology connect and relate, and the most skilled can remove bias and politics from their lens of view.
  • Maturity can’t be rushed. Build your enterprise business analysis program on a solid foundation of leading and consistent business analysis practices to secure buy-in and have a program that is sustainable in the long term.

Impact and Result

Let’s make the case for enterprise business analysis!

  • Organizations that have higher business analysis maturity and deploy enterprise analysis deliver better quality outcomes, with higher value, lower cost, and higher user satisfaction.
  • Business analysts should be contributing at the strategic level, as they need to understand multiple horizons simultaneously and be able to zoom in and out as the context calls for it. Business analysts aren’t only for projects.

Make the Case for Enterprise Business Analysis Research & Tools

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

1. Make the Case for Enterprise Business Analysis Storyboard – Take your business analysis from tactics to strategy.

  • Make the Case for Enterprise Business Analysis Storyboard

2. Communicate the Case for Enterprise Business Analysis Template – Make the case for enterprise business analysis.

  • Communicate the Case for Enterprise Business Analysis
[infographic]

Further reading

Make the Case for Enterprise Business Analysis

Putting the strategic and tactical puzzle together.

Analyst Perspective

We commonly recognize the value of effective business analysis at a project or tactical level. A good business analysis professional can support the business by identifying its needs and recommending solutions to address them.
Now, wouldn't it be great if we could do the same thing at a higher level?
Enterprise (or strategic) business analysis is all about seeing that bigger picture, an approach that makes any business analysis professional a highly valuable contributor to their organization. It focuses on the enterprise, not a specific project or line of business.
Leading the business analysis effort at an enterprise level ensures that your business is not only doing things right, but also doing the right things; aligned with the strategic vision of your organization to improve the way decisions are made, options are analyzed, and successful results are realized.

Vincent Mirabelli

Vincent Mirabelli
Principal Research Director, Applications Delivery and Management
Info-Tech Research Group

Executive Summary

Your Challenge

  • Difficulty properly aligning between the many lines of business in your organization.
  • Historically, we have drawn a dividing line between IT and the business.
  • The reality of organizational politics and stakeholder bias means that, with selection and prioritization, sometimes the highest value option is dismissed in favor of the loudest voice.

Common Obstacles

  • Difficulty aligning an ever-changing backlog of projects, products, and services while simultaneously managing risks, external threats, and stakeholder expectations.
  • Many organizations have never heard of enterprise business analysis and only see the importance of business analysts at the project and delivery level.
  • Business analysis professionals rarely do enough to advocate for a seat at the strategic tables in their organizations.

Info-Tech's Approach

Let's make the case for enterprise business analysis!

  • Organizations that have higher business analysis maturity and deploy enterprise business analysis deliver better quality outcomes with higher value, lower cost, and higher user satisfaction.
  • Business analysts aren't only for projects. They should contribute at the strategic level, since they need to understand multiple horizons simultaneously and be able to zoom in and out as the context requires.

Info-Tech Insight

Enterprise business analysis can help you reframe the debate between IT and the business, since it sees everyone as part of the business. It can effectively break down silos, support the development of holistic strategies to address internal and external risks, and remove bias and politics from decision making.

Phase 1

Build the case for enterprise business analysis

Phase 1

Phase 2

1.1 Define enterprise business analysis

1.2 Identify your pains and opportunities

2.1 Set your vision

2.2 Define your roadmap and next steps

2.3 Complete your executive communications deck

This phase will walk you through the following activities:

  • 1.1.1 Discuss how business analysis is used in our organization
  • 1.1.2 Discuss your disconnects between strategy and tactics
  • 1.2.1 Identify your pains and opportunities

This phase involves the following participants:

  • Business analyst(s)
  • Organizational business leaders
  • Any other relevant stakeholders

How business analysis supports our success today

Delivering value at the tactical level

Effective business analysis helps guide an organization through improvements to processes, products, and services. Business analysts "straddle the line between IT and the business to help bridge the gap and improve efficiency" in an organization (CIO, 2019).
They are most heavily involved in:

  • Defining needs
  • Modeling concepts, processes, and solutions
  • Conducting analysis
  • Maintaining and managing requirements
  • Managing stakeholders
  • Monitoring progress
  • Doing business analysis planning
  • Conducting elicitation

In a survey, business analysts indicated that of their total working time, they spend 31% performing business analysis planning and 41% performing elicitation and analysis (PMI, 2017).

By including a business analyst in a project, organizations benefit by:
(IAG, 2009)

87%

Reduced time overspending

75%

Prevented budget overspending

78%

Reduction in missed functionality

1.1.1 Discuss how business analysis is used in your organization

15-30 minutes

  1. Gather the appropriate stakeholders to discuss their knowledge, experience, and perspectives on business analysis. This should relate to their experience and not a future or aspirational usage.
  2. Have a team member facilitate the session.
  3. Brainstorm and document all shared thoughts and perspectives.
  4. Synthesize those thoughts and perspectives and record the results for the group to review and discuss.
  5. Transfer the results to the Communicate the Case for Enterprise Business Analysis template

Input

  • Stakeholder knowledge and experience

Output

  • A shared understanding of how your organization leverages its business analysis function

Materials

  • Whiteboard/Flip charts
  • Collaborative whiteboard
  • Communicate the Case for Enterprise Business Analysis template

Participants

  • Business analyst(s)
  • Organizational business leaders
  • Any other relevant stakeholders

Download the Communicate the Case for Enterprise Business Analysis template

Executives and leadership are satisfied with IT when there is alignment between tactics and goals

Info-Tech's CIO Business Vision Survey data highlights the importance of IT projects in supporting the business to achieve its strategic goals.

However, Info-Tech's CEO-CIO Alignment Survey (N=124) data indicates that CEOs perceive IT as poorly aligned with the business' strategic goals.

Info-Tech's CIO-CEO Alignment Diagnostics

43%

of CEOs believe that business goals are going unsupported by IT.

60%

of CEOs believe that IT must improve understanding of business goals.

80%

of CIOs/CEOs are misaligned on the target role of IT.

30%

of business stakeholders support their IT departments.

Addressing problems solely with tactics does not always have the desired effect

94%

Source: "Out of the Crisis", Deming (via Harvard Business Review)

According to famed management and quality thought leader and pioneer W. Edwards Deming, 94% of issues in the workplace are systemic cause significant organizational pain.

Yet we continue to address them on the surface, rather than acknowledge how ingrained they are in our culture, systems, and processes.

For example, we:

  • Create workarounds to address process and solution constraints
  • Expect that poor (or lack of ) leadership can be addressed in a course or seminar
  • Expect that "going Agile" will resolve our problems, and that decision making, governance, and organizational alignment will happen organically.

Band-aid solutions rarely have the desired effect, particularly in the long-term.

Our solutions should likewise focus on the systemic/macro environment. We can do this via projects, products and services, but those don't always address the larger issues.

If we take the work our business analysis currently does in defining needs and solutions, and elevate this to the strategic level, the results can be impactful.

Many organizations would benefit from enhancing their business analysis maturity

The often-overlooked strategic value of the role comes with maturing your practices.

Only 18% of organizations have mature (optimized or established) business analysis practices.

With that higher level of maturity comes increased levels of capability, efficiency, and effectiveness in delivering value to people, processes, and technology. Through such efforts, they're better equipped and able to connect the strategy of their organization to the projects, processes, and products they deliver.

They shift focus from "figuring business analysis out" to truly unleashing its potential, with business analysts contributing in strategic and tactical ways.

an image showing the following data: Optimized- 5; Established- 13; Improving- 37; Starting- 25; Ad hoc- 21

(Adapted from PMI, 2017)

Info-Tech Insight

Business analysts are best suited to connect the strategic with the tactical, the systems, and the operations. They maintain the most objective lens regarding how people, process, and technology connect and relate, and the most skilled of them can remove bias and politics from their perspective.

1.1.2 Discuss your disconnects between strategy and tactics

30-60 minutes

    1. Gather the appropriate stakeholders to discuss their knowledge, experience, and perspectives regarding failures that resulted from disconnects between strategy and tactics.
    2. Have a team member facilitate the session.
    3. Brainstorm and document all shared thoughts and perspectives.
    4. Synthesize those thoughts and perspectives and record the results.
    5. Transfer the results to the Communicate the Case for Enterprise Business Analysis template.

Input

  • Stakeholder knowledge and experience

Output

  • A shared understanding and list of failures due to disconnects between strategy and tactics

Materials

  • Whiteboard/Flip charts
  • Collaborative whiteboard
  • Communicate the Case for Enterprise Business Analysis template

Participants

  • Business analyst(s)
  • Organizational business leaders
  • Any other relevant stakeholders

Download the Communicate the Case for Enterprise Business Analysis template

Defining enterprise business analysis

Terms may change, but the function remains the same.

Enterprise business analysis (sometimes referred to as strategy analysis) "…focuses on defining the future and transition states needed to address the business need, and the work required is defined both by that need and the scope of the solution space. It covers strategic thinking in business analysis, as well as the discovery or imagining of possible solutions that will enable the enterprise to create greater value for stakeholders and/or capture more value for itself."
(Source: "Business Analysis Body of Knowledge," v3)

Define the function of enterprise business analysis

This is a competitive advantage for mature organizations.

Organizations with high-performing business analysis programs experience an enhanced alignment between strategy and operations. This contributes to improved organizational performance. We see this in financial (69% vs. 45%) and strategic performance (66% vs. 21%), also organizational agility (40% vs. 14%) and management of operational projects (62% vs. 29%). (PMI, 2017)

When comparing enterprise with traditional business analysis, we see stark differences in the size and scope of their view, where they operate, and the role they play in organizational decision making.

Enterprise Traditional
Decision making Guides and influences Executes
Time horizon 2-10 years 0-2 years
Focus Strategy, connecting the strategic to the operational Operational, optimizing how business is done, and keeping the lights on
Domain

Whole organization

Broader marketplace

Only stakeholder lines of business relevant to the current project, product or service
Organizational Level Executive/Leadership Project

(Adapted from Schulich School of Business)

Info-Tech Insight

Maturity can't be rushed. Build your enterprise business analysis program on a solid foundation of leading and consistent business analysis practices to secure buy-in and have a program that is sustainable in the long term.

An image showing the percentages of high- and low- maturity organizations, for the following categories: Financial performance; Strategy implementation; Organizational agility; Management of projects.

(Adapted from PMI, 2017)

How enterprise business analysis is used to improve organizations

The biggest sources of project failure include:

  • Wrong (or poor) requirements
  • Unrealistic (or incomplete) business case
  • Lack of appropriate governance and oversight
  • Poor implementation
  • Poor benefits management
  • Environmental changes

Source: MindTools.com, 2023.

Enterprise business analysis addresses these sources and more.

It brings a holistic view of the organization, improving collaboration and decision making across the many lines of business, effectively breaking down silos.

In addition to ensuring we're doing the right things, not just doing things right in the form of improved requirements and more accurate business cases, or ensuring return on investment (ROI) and monitoring the broader landscape, enterprise business analysis also supports:

  • Reduced rework and waste
  • Understanding and improving operations
  • Making well-informed decisions through improved objectivity/reduced bias
  • Identifying new opportunities for growth and expansion
  • Identifying and mitigating risk
  • Eliminating projects and initiatives that do not support organizational goals or objectives
  • A career-pathing option for business analysts

Identify your pains and opportunities

There are many considerations in enterprise business analysis.

Pains, gains, threats, and opportunities can come at your organization from anywhere. Be it a new product launch, an international expansion, or a new competitor, it can be challenging to keep up.

This is where an enterprise business analyst can be the most helpful.

By keeping a pulse on the external and internal environments, they can support growth, manage risks, and view your organization through multiple lenses and perspectives to get a single, complete picture.

External

Internal

Identifying competitive forces

In the global environment

Organizational strengths and weaknesses

  • Monitoring and maintaining your competitive advantage.
  • Understanding trends, risks and threats in your business domain, and how they affect your organization.
  • Benchmarking performance against like and unlike organizations, to realize where you stand and set a baseline for continuous improvement and business development.
  • Leveraging tools and techniques to scan the broader landscape on an ongoing basis. Using PESTLE analysis, they can monitor the political, economic, social, technological, legal, and environmental factors that impact when, where, how, and with who you conduct your business and IT operations.
  • Supporting alignment between a portfolio or program of projects and initiatives.
  • Improving alignment between the various lines of business, who often lack full visibility outside of their silo, and can find themselves clashing over time, resources, and attention from leaders.
  • Improving solutions and outcomes through objective option selection.

1.2.1 Identify your pains and opportunities

30-60 minutes

  1. As a group, generate a list of the current pains and opportunities facing your organization. You can focus on a particular type (competitive, market, or internal) or leave it open. You can also focus on pains or opportunities separately, or simultaneously.
  2. Have a team member facilitate the session.
  3. Record the results for the group to review, discuss, and prioritize.
    1. Discuss the impact and likelihood of each item. This can be formally ranked and quantified if there is data to support the item or leveraging the wisdom of the group.
    2. Prioritize the top three to five items of each type, as agreed by the group, and document the results.
  4. Transfer the results to the Communicate the Case for Enterprise Business Analysis template.

Download the Communicate the Case for Enterprise Business Analysis template

Input

  • Attendee knowledge
  • Supporting data, if available

Output

  • A list of identified organizational pains and opportunities that has been prioritized by the group

Materials

  • Whiteboard/Flip charts
  • Collaborative whiteboard
  • Communicate the Case for Enterprise Business Analysis template

Participants

  • Business analyst(s)
  • Organizational business leaders
  • Any other relevant stakeholders

Phase 2

Prepare the foundations for your enterprise business analysis program

Phase 1

Phase 2

1.1 Define enterprise business analysis

1.2 Identify your pains and opportunities

2.1 Set your vision

2.2 Define your roadmap and next steps

2.3 Complete your executive communications deck

This phase will walk you through the following activities:

  • 2.1.1 Define your vision and goals
  • 2.1.2 Identify your enterprise business analysis inventory
  • 2.2.1 Now, Next, Later

This phase involves the following participants:

  • Business analyst(s)
  • Organizational business leaders
  • Any other relevant stakeholders

Set your vision

Your vision becomes your "north star," guiding your journey and decisions.

When thinking about a vision statement for enterprise business analysis, think about:

  • Who are we doing this for? Who will benefit?
  • What do our business partners need? What do our customers need?
  • What value do we provide them? How can we best support them?
  • Why is this special/different from how we usually do business?

Always remember: Your goal is not your vision!

Not knowing the difference will prevent you from both dreaming big and achieving your dream.

Your vision represents where you want to go. It's what you want to do.

Your goals represent how you want to achieve your vision.

  • They are a key element of operationalizing your vision.
  • Your strategy, initiatives, and features will align with one or more goals.

Info-Tech Best Practice

Your vision shouldn't be so far out that it doesn't feel real, nor so short term that it gets bogged down in details. Finding balance will take some trial and error and will be different depending on your organization.

2.1.1 Define your vision and goals

1-2 hours

  1. Gather the appropriate stakeholders to discuss their vision for enterprise business analysis. It should address the questions used in framing your vision statement.
  2. Have a team member facilitate the session.
  3. Review your current organizational vision and goals.
  4. Discuss and document all shared thoughts and perspectives on how enterprise business analysis can align with the organizational vision.
  5. Synthesize those thoughts and perspectives to create a vision statement.
  6. Transfer the results to the Communicate the Case for Enterprise Business Analysis template.

Download the Communicate the Case for Enterprise Business Analysis template

Input

  • Stakeholder vision, knowledge, and experience
  • Current organizational vision and goals

Output

  • A documented vision and goals for your enterprise business analysis program

Materials

  • Whiteboard/Flip charts
  • Collaborative whiteboard
  • Communicate the Case for Enterprise Business Analysis template

Participants

  • Business analyst(s)
  • Organizational business leaders
  • Any other relevant stakeholders

Components of successful enterprise business analysis programs

Ensure you're off to the best start by examining where you are and where you want to go.

Training

  • Do the current team members have the right level of training?
  • Can we easily obtain training to close any gaps?

Competencies and capabilities

  • Do our business analysts have the right skills, attributes, and behaviors to be successful?

Structure and alignment

  • Would the organizational culture support enterprise business analysis (EBA)?
  • How might we structure the EBA unit to maximize effectiveness?
  • How can we best support the organization's goals and objectives?

Methods and processes

  • How do we plan on managing the work to be done?
  • Can we define our processes and workflows?

Tools, techniques, and templates

  • Do we have the most effective tools, techniques, and templates?

Governance

  • How will we make decisions?
  • How will the program be managed?

2.1.2 Identify your enterprise business analysis inventory

30-60 minutes

  1. Gather the appropriate stakeholders to discuss the current business analysis assets, which could be leveraged for enterprise business analysis. This includes people, processes, and technologies which cover skills, knowledge, resources, experience, knowledge, and competencies. Focus on what the organization currently has, and not what it needs.
  2. Have a team member facilitate the session.
  3. Record the results for the group to review and discuss.
  4. Transfer the results to the Communicate the Case for Enterprise Business Analysis template.

Download the Communicate the Case for Enterprise Business Analysis template

Input

  • Your current business analysis assets and resources Stakeholder knowledge and experience

Output

  • A list of assets and resources to enable enterprise business analysis

Materials

  • Whiteboard/Flip charts
  • Collaborative whiteboard
  • Communicate the Case for Enterprise Business Analysis template

Participants

  • Business analyst(s)
  • Organizational business leaders
  • Any other relevant stakeholders

Define your roadmap and next steps

What do we have? What do we need?

From completing the enterprise business analysis inventory, you will have a comprehensive list of all available assets.

The next question is, how can this be leveraged to start building for the future?

To operationalize enterprise business analysis, consider:

  • What do we still need to do?
  • How important are the identified gaps? Can we still operate?
  • What decisions do we need to make?
  • What stakeholders do we need to involve? Have we engaged them all?

Lay out your roadmap

Taking steps to mature your enterprise business analysis practice.

The Now, Next, Later technique is a method for prioritizing and planning improvements or tasks. This involves breaking down a list of tasks or improvements into three categories:

  • Now tasks are those that must be completed immediately. These tasks are usually urgent or critical, and they must be completed to keep the project or organization running smoothly.
  • Next tasks are those that should be completed soon. These tasks are not as critical as Now tasks, but they are still important and should be tackled relatively soon.
  • Later tasks are those that can be completed later. These tasks are less critical and can be deferred without causing major problems.

By using this technique, you can prioritize and plan the most important tasks, while allowing the flexibility to adjust as necessary.

This technique also helps clarify what must be done first vs. what can wait. This prioritizes the most important things while keeping track of what must be done next, maintaining a smooth development/improvement process.

An image of the now - next - later roadmap technique.

2.2.1 Now, Next, Later

1-2 hours

  1. Use the list of items created in 2.1.2 (Identify your enterprise business analysis inventory). Add any you feel are missing during this exercise.
  2. Have a team member facilitate the session.
  3. In the Communicate the Case for Enterprise Business Analysis template, categorize these items according to Now, Next and Later, where:
    1. Now = Critically important items that may require little effort to complete. These must be done within the next six months.
    2. Next = Important items that may require more effort or depend on other factors. These must be done in six to twelve months.
    3. Later = Less important items that may require significant effort to complete. These must be done at some point within twelve months.

Ultimately, the choice of priority and timing is yours. Recognize that items may change categories as new information arises.

Download the Communicate the Case for Enterprise Business Analysis template

Input

  • Your enterprise business analysis inventory and gaps
  • Stakeholder knowledge and experience

Output

  • A prioritized list of items to enable enterprise business analysis

Materials

  • Whiteboard/Flip charts
  • Collaborative whiteboard
  • Communicate the Case for Enterprise Business Analysis template

Participants

  • Business analyst(s)
  • Organizational business leaders
  • Any other relevant stakeholders

2.3 Complete your executive communication deck

Use the results of your completed exercises to build your executive communication slide deck, to make the case for enterprise business analysis

Slide Header Associated Exercise Rationale
Pains and opportunities

1.1.2 Discuss your disconnects between strategy and tactics

1.2.1 Identify your pains and opportunities

This helps build the case for enterprise business analysis (EBA), leveraging the existing pains felt in the organization. This will draw the connection for your stakeholders.
Our vision and goals 2.1.1 Define your vision and goals Defines where you want to go and what effort will be required.
What is enterprise business analysis

1.1.1 How is BA being used in our organization today?
Pre-populated supporting content

Defines the discipline of EBA and how it can support and mature your organization.
Expected benefits Pre-populated supporting content What's in it for us? This section helps answer that question. What benefits can we expect, and is this worth the investment of time and effort?
Making this a reality 2.1.2 Identify your EBA inventory Identifies what the organization presently has that makes the effort easier. It doesn't feel as daunting if there are existing people, processes, and technologies in place and in use today.
Next steps 2.2.1 Now, Next, Later A prioritized list of action items. This will demonstrate the work involved, but broken down over time, into smaller, more manageable pieces.

Track metrics

Track metrics throughout the project to keep stakeholders informed.

As the project nears completion:

  1. You will have better-aligned and more satisfied stakeholders.
  2. You will see fewer projects and initiatives that don't align with the organizational goals and objectives.
  3. There will be a reduction in costs attributed to misaligned projects and initiatives (as mentioned in #2) and the opportunity to allocate valuable time and resources to other, higher-value work.
Metric Description Target Improvement/Reduction
Improved stakeholder satisfaction Lines of business and previously siloed departments/divisions will be more satisfied with time spent on solution involvement and outcomes. 10% year 1, 20% year 2
Reduction in misaligned/non-priority project work Reduction in projects, products, and services with no clear alignment to organizational goals. With that, resource costs can be allocated to other, higher-value solutions. 10% year 1, 25% year 2
Improved delivery agility/lead time With improved alignment comes reduced conflict and political infighting. As a result, the velocity of solution delivery will increase. 10%

Bibliography

Bossert, Oliver and Björn Münstermann. "Business's 'It's not my problem' IT problem." McKinsey Digital. 30 March, 2023.
Brule, Glenn R. "The Lay of the Land: Enterprise Analysis." Modern Analyst.
"Business Analysis: Leading Organizations to Better Outcomes." Project Management Institute (PMI), 2017
Corporate Finance Institute. "Strategic Analysis." Updated 14 March 2023
IAG Consulting. Business Analysis Benchmark Report, 2009.
International Institute of Business Analysis. "A Guide to the Business Analysis Body of Knowledge" (BABOK Guide) version 3.
Mirabelli, Vincent. "Business Analysis Foundations: Enterprise" LinkedIn Learning, February 2022.
- - "Essential Techniques in Enterprise Analysis" LinkedIn Learning, September 2022.
- - "The Essentials of Enterprise Analysis" Love the Process Academy. May 2020.
- - "The Value of Enterprise Analysis." VincentMirabelli.com
Praslova, Ludmila N. "Today's Most Critical Workplace Challenges Are About Systems." Harvard Business Review. 10 January 2023.
Pratt, Mary K. and Sarah K. White. "What is a business analyst? A key role for business-IT efficiency." CIO. 17 April, 2019.
Project Management Institute. "Business Analysis: Leading Organizations to Better Outcomes." October 2017.
Sali, Sema. "The Importance of Strategic Business Analysis in Successful Project Outcomes." International Institute of Business Analysis. 26 May 2022.
- - "What Does Enterprise Analysis Look Like? Objectives and Key Results." International Institute of Business Analysis. 02 June 2022.
Shaker, Kareem. "Why do projects really fail?" Project Management Institute, PM Network. July 2010.
"Strategic Analysis: Definition, Types and Benefits" Voxco. 25 February 2022.
"The Difference Between Enterprise Analysis and Business Analysis." Schulich School of Business, Executive Education Center. 24 September 2018 (Updated June 2022)
"Why Do Projects Fail: Learning How to Avoid Project Failure." MindTools.com. Accessed 24 April 2023.

Master M&A Cybersecurity Due Diligence

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  • Parent Category Name: Governance, Risk & Compliance
  • Parent Category Link: /governance-risk-compliance

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.

[infographic]

Develop and Implement a Security Incident Management Program

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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?

    The Small Enterprise Guide to People and Resource Management

    • Buy Link or Shortcode: {j2store}602|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
    • 52% of small business owners agree that labor quality is their most important problem, and 76% of executives expect the talent market to get even more challenging.
    • The problem? You can't compete on salary, training budgets are slim, you need people skilled in all areas, and even one resignation represents a large part of your workforce.

    Our Advice

    Critical Insight

    • The usual, reactive approach to workforce management is risky:
      • Optimizing tactics helps you hire faster, train more, and negotiate better contracts.
      • But fulfilling needs as they arise costs more, has greater risk of failure, and leaves you unprepared for future needs.
    • In a small enterprise where every resource counts, in which one hire represents 10% of your workforce, it is essential to get it right.

    Impact and Result

    • Workforce planning helps you anticipate future needs.
    • More lead time means better decisions at lower cost.
    • Small Enterprises benefit most, since every resource counts.

    The Small Enterprise Guide to People and Resource Management Research & Tools

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

    1. The Small Enterprise Guide to People and Resource Management Deck – Find out why workforce planning is critical for small enterprises.

    Use this storyboard to lay the foundation of people and resources management practices in your small enterprise IT department.

    • The Small Enterprise Guide to People and Resource Management – Phases 1-3

    2. Workforce Planning Workbook – Use the tool to successfully complete all of the activities required to define and estimate your workforce needs for the future.

    Use these concise exercises to analyze your department’s talent current and future needs and create a skill sourcing strategy to fill the gaps.

    • Workforce Planning Workbook for Small Enterprises

    3. Knowledge Transfer Tools – Use these templates to identify knowledge to be transferred.

    Work through an activity to discover key knowledge held by an employee and create a plan to transfer that knowledge to a successor.

    • IT Knowledge Identification Interview Guide Template
    • IT Knowledge Transfer Plan Template

    4. Development Planning Tools – Use these tools to determine priority development competencies.

    Assess employees’ development needs and draft a development plan that fits with key organizational priorities.

    • IT Competency Library
    • Leadership Competencies Workbook
    • IT Employee Career Development Workbook
    • Individual Competency Development Plan
    • Learning Methods Catalog for IT Employees

    Infographic

    Workshop: The Small Enterprise Guide to People and Resource 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 Lay Your Foundations

    The Purpose

    Set project direction and analyze workforce needs.

    Key Benefits Achieved

    Planful needs analysis ensures future workforce supports organizational goals.

    Activities

    1.1 Set workforce planning goals and success metrics.

    1.2 Identify key roles and competency gaps.

    1.3 Conduct a risk analysis to identify future needs.

    1.4 Determine readiness of internal successors.

    Outputs

    Work with the leadership team to:

    Extract key business priorities.

    Set your goals.

    Assess workforce needs.

    2 Create Your Workforce Plan

    The Purpose

    Conduct a skill sourcing analysis, and determine competencies to develop internally.

    Key Benefits Achieved

    A careful analysis ensures skills are being sourced in the most efficient way, and internal development is highly aligned with organizational objectives.

    Activities

    2.1 Determine your skill sourcing route.

    2.2 Determine priority competencies for development.

    Outputs

    Create a workforce plan.

    2.Determine guidelines for employee development.

    3 Plan Knowledge Transfer

    The Purpose

    Discover knowledge to be transferred, and build a transfer plan.

    Key Benefits Achieved

    Ensure key knowledge is not lost in the event of a departure.

    Activities

    3.1 Discover knowledge to be transferred.

    3.2 Identify the optimal knowledge transfer methods.

    3.3 Create a knowledge transfer plan.

    Outputs

    Discover tacit and explicit knowledge.

    Create a knowledge transfer roadmap.

    4 Plan Employee Development

    The Purpose

    Create a development plan for all staff.

    Key Benefits Achieved

    A well-structured development plan helps engage and retain employees while driving organizational objectives.

    Activities

    4.1 Identify target competencies & draft development goals

    4.2 Select development activities and schedule check-ins.

    4.3 Build manager coaching skills.

    Outputs

    Assess employees.

    Prioritize development objectives.

    Plan development activities.

    Build management skills.

    Further reading

    The Small Enterprise Guide to People and Resource Management

    Quickly start getting the right people, with the right skills, at the right time

    Is this research right for you?

    Research Navigation

    Managing the people in your department is essential, whether you have three employees or 300. Depending on your available time, resources, and current workforce management maturity, you may choose to focus on the overall essentials, or dive deep into particular areas of talent management. Use the questions below to help guide you to the right Info-Tech resources that best align with your current needs.

    Question If you answered "no" If you answered "yes"

    Does your IT department have fewer than 15 employees, and is your organization's revenue less than $25 million (USD)?

    Review Info-Tech's archive of research for mid-sized and large enterprise clients.

    Follow the guidance in this blueprint.

    Does your organization require a more rigorous and customizable approach to workforce management?

    Follow the guidance in this blueprint.

    Review Info-Tech's archive of research for mid-sized and large enterprise clients.

    Analyst Perspective

    Workforce planning is even more important for small enterprises than large organizations.

    It can be tempting to think of workforce planning as a bureaucratic exercise reserved for the largest and most formal of organizations. But workforce planning is never more important than in small enterprises, where every individual accounts for a significant portion of your overall productivity.

    Without workforce planning, organizations find themselves in reactive mode, hiring new staff as the need arises. They often pay a premium for having to fill a position quickly or suffer productivity losses when a critical role goes unexpectedly vacant.

    A workforce plan helps you anticipate these challenges, come up with solutions to mitigate them, and allocate resources for the most impact, which means a greater return on your workforce investment in the long run.

    This blueprint will help you accomplish this quickly and efficiently. It will also provide you with the essential development and knowledge transfer tools to put your plan into action.

    This is a picture of Jane Kouptsova

    Jane Kouptsova
    Senior Research Analyst, CIO Advisory
    Info-Tech Research Group

    Executive Summary

    Your Challenge

    52% of small business owners agree that labor quality is their most important problem.1

    Almost half of all small businesses face difficulty due to staff turnover.

    76% of executives expect the talent market to get even more challenging.2

    Common Obstacles

    76% of executives expect workforce planning to become a top strategic priority for their organization.2

    But…

    30% of small businesses do not have a formal HR function.3

    Small business leaders are often left at a disadvantage for hiring and retaining the best talent, and they face even more difficulty due to a lack of support from HR.

    Small enterprises must solve the strategic workforce planning problem, but they cannot invest the same time or resources that large enterprises have at their disposal.

    Info-Tech's Approach

    A modular, lightweight approach to workforce planning and talent management, tailored to small enterprises

    Clear activities that guide your team to decisive action

    Founded on your IT strategy, ensuring you have not just good people, but the right people

    Concise yet comprehensive, covering the entire workforce lifecycle from competency planning to development to succession planning and reskilling

    Info-Tech Insight

    Every resource counts. When one hire represents 10% of your workforce, it is essential to get it right.

    1CNBC & SurveyMonkey. 2ADP. 3Clutch.

    Labor quality is small enterprise's biggest challenge

    The key to solving it is strategic workforce planning

    Strategic workforce planning (SWP) is a systematic process designed to identify and address gaps in today's workforce, including pinpointing the human capital needs of the future.

    Linking workforce planning with strategic planning ensures that you have the right people in the right positions, in the right places, at the right time, with the knowledge, skills, and attributes to deliver on strategic business goals.

    SWP helps you understand the makeup of your current workforce and how well prepared it is or isn't (as the case may be) to meet future IT requirements. By identifying capability gaps early, CIOs can prepare to train or develop current staff and minimize the need for severance payouts and hiring costs, while providing clear career paths to retain high performers.

    52%

    of small business owners agree that labor quality is their most important problem.1

    30%

    30% of small businesses have no formal HR function.2

    76%

    of senior leaders expect workforce planning to become the top strategic challenge for their organization.3

    1CNBC & SurveyMonkey. 2Clutch. 3ADP.

    Workforce planning matters more for small enterprises

    You know that staffing mistakes can cost your department dearly. But did you know the costs are greater for small enterprises?

    The price of losing an individual goes beyond the cost of hiring a replacement, which can range from 0.5 to 2 times that employee's salary (Gallup, 2019). Additional costs include loss of productivity, business knowledge, and team morale.

    This is a major challenge for large organizations, but the threat is even greater for small enterprises, where a single individual accounts for a large proportion of IT's productivity. Losing one of a team of 10 means 10% of your total output. If that individual was solely responsible for a critical function, your department now faces a significant gap in its capabilities. And the effect on morale is much greater when everyone is on the same close-knit team.

    And the threat continues when the staffing error causes you not to lose a valuable employee, but to hire the wrong one instead. When a single individual makes up a large percentage of your workforce, as happens on small teams, the effects of talent management errors are magnified.

    A group of 100 triangles is shown above a group of 10 triangles. In each group, one triangle is colored orange, and the rest are colored blue.

    Info-Tech Insight

    One bad hire on a team of 100 is a problem. One bad hire on a team of 10 is a disaster.

    This is an image of Info-Tech's small enterprise guide o people and resource management.

    Blueprint pre-step: Determine your starting point

    People and Resource management is essential for any organization. But depending on your needs, you may want to start at different stages of the process. Use this slide as a quick reference for how the activities in this blueprint fit together, how they relate to other workforce management resources, and the best starting point for you.

    Your IT strategy is an essential input to your workforce plan. It defines your destination, while your workforce is the vessel that carries you there. Ensure you have at least an informal strategy for your department before making major workforce changes, or review Info-Tech's guidance on IT strategy.

    This blueprint covers the parts of workforce management that occur to some extent in every organization:

    • Workforce planning
    • Knowledge transfer
    • Development planning

    You may additionally want to seek guidance on contract and vendor management, if you outsource some part of your workload outside your core IT staff.

    Track metrics

    Consider these example metrics for tracking people and resource management success

    Project Outcome Metric Baseline Target
    Reduced training costs Average cost of training (including facilitation, materials, facilities, equipment, etc.) per IT employee
    Reduced number of overtime hours worked Average hours billed at overtime rate per IT employee
    Reduced length of hiring period Average number of days between job ad posting and new hire start date
    Reduced number of project cancellations due to lack of capacity Total of number of projects cancelled per year
    Increased number of projects completed per year (project throughput) Total number of project completions per year
    Greater net recruitment rate Number of new recruits/Number of terminations and departures
    Reduced turnover and replacement costs Total costs associated with replacing an employee, including position coverage cost, training costs, and productivity loss
    Reduced voluntary turnover rate Number of voluntary departures/Total number of employees
    Reduced productivity loss following a departure or termination Team or role performance metrics (varies by role) vs. one year ago

    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 your specific challenges.

    Call #2: Assess current workforce needs.

    Call #4: Determine skill sourcing route.

    Call #6:

    Identify knowledge to be transferred.

    Call #8: Draft development goals and select activities.

    Call #3: Explore internal successor readiness.

    Call #5:Set priority development competencies.

    Call #7: Create a knowledge transfer plan.

    Call #9: Build managers' coaching & feedback skills.

    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 4 to 6 calls over the course of 3 to 4 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

    1.Lay Your Foundations 2. Create Your Workforce Plan 3. Plan Knowledge Transfer 3. Plan Employee Development Next Steps and Wrap-Up (offsite)
    Activities

    1.1 Set workforce planning goals and success metrics

    1.2 Identify key roles and competency gaps

    1.3 Conduct a risk analysis to identify future needs

    1.4 Determine readiness of internal successors

    1.5 Determine your skill sourcing route

    1.6 Determine priority competencies for development

    3.1 Discover knowledge to be transferred

    3.2 Identify the optimal knowledge transfer methods

    3.3 Create a knowledge transfer plan

    4.1 Identify target competencies & draft development goals

    4.2 Select development activities and schedule check-ins

    4.3 Build manager coaching skills

    Outcomes

    Work with the leadership team to:

    1. Extract key business priorities
    2. Set your goals
    3. Assess workforce needs

    Work with the leadership team to:

    1. Create a workforce plan
    2. Determine guidelines for employee development

    Work with staff and managers to:

    1. Discover tacit and explicit knowledge
    2. Create a knowledge transfer roadmap

    Work with staff and managers to:

    1. Assess employees
    2. Prioritize development objectives
    3. Plan development activities
    4. Build management skills

    Info-Tech analysts complete:

    1. Workshop report
    2. Workforce plan record
    3. Action plan

    Workshop Overview

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

    Each onsite day is structured with group working sessions from 9-11 a.m. and 1:30-3:30 p.m. and includes Open Analyst Timeslots, where our facilitators are available to expand on scheduled activities, capture and compile workshop results, or review additional components from our comprehensive approach.

    This is a calendar showing days 1-4, and times from 8am-5pm

    Phase 1

    Workforce Planning

    Workforce Planning

    Knowledge Transfer

    Development Planning

    Identify needs, goals, metrics, and skill gaps.

    Select a skill sourcing strategy.

    Discover critical knowledge.

    Select knowledge transfer methods.

    Identify priority competencies.

    Assess employees.

    Draft development goals.

    Provide coaching & feedback.

    The Small Enterprise Guide to People and Resource Management

    Phase Participants

    • Leadership team
    • Managers
    • Human resource partner (if applicable)

    Additional Resources

    Workforce Planning Workbook for Small Enterprises

    Phase pre-step: Gather resources and participants

    1. Ensure you have an up-to-date IT strategy. If you don't have a formal strategy in place, ensure you are aware of the main organizational objectives for the next 3-5 years. Connect with executive stakeholders if necessary to confirm this information.
      If you are not sure of the organizational direction for this time frame, we recommend you consult Info-Tech's material on IT strategy first, to ensure your workforce plan is fully positioned to deliver value to the organization.
    2. Consult with your IT team and gather any documentation pertaining to current roles and skills. Examples include an org chart, job descriptions, a list of current tasks performed/required, a list of company competencies, and a list of outsourced projects.
    3. Gather the right participants. Most of the decisions in this section will be made by senior leadership, but you will also need input from front-line managers. Ensure they are available on an as-needed basis. If your organization has an HR partner, it can also be helpful to involve them in your workforce planning process.

    Formal workforce planning benefits even small teams

    Strategic workforce planning (SWP) is a systematic process designed to identify and address gaps in your workforce today and plan for the human capital needs of the future.

    Your workforce plan is an extension of your IT strategy, ensuring that you have the right people in the right positions, in the right places, at the right time, with the knowledge, skills, and attributes to deliver on strategic business goals.

    SWP helps you understand the makeup of your current workforce and how well prepared it is or isn't (as the case may be) to meet future IT requirements. By identifying capability gaps early, CIOs can prepare to train or develop current staff and minimize the need for severance payouts and hiring costs, while providing clear career paths to retain high performers.

    The smaller the business, the more impact each individual's performance has on the overall success of the organization. When a given role is occupied by a single individual, the organization's performance in that function is determined wholly by one employee. Creating a workforce plan for a small team may seem excessive, but it ensures your organization is not unexpectedly hit with a critical competency gap.

    Right-size your workforce planning process to the size of your enterprise

    Small organizations are 2.2 times more likely to have effective workforce planning processes.1 Be mindful of the opportunities and risks for organizations of your size as you execute the project. How you build your workforce plan will not change drastically based on the size of your organization; however, the scope of your initiative, the size of your team, and the tactics you employ may vary.

    Small Organization

    Medium Organization

    Large Organization

    Project Opportunities

    • Project scope is much more manageable.
    • Communication and planning can be more manageable.
    • Fewer roles can clarify prioritization needs and promotability.
    • Project scope is more manageable.
    • Moderate budget for workforce planning initiatives is needed.
    • Communication and enforcement is easier.
    • Larger candidate pool to pull from.
    • Greater career path options for staff.
    • In-house expertise may be available

    Project Risks

    • Limited resources and time to execute the project.
    • In-house expertise is unlikely.
    • Competencies may be informal and not documented.
    • Limited overlap in responsibilities, resulting in fewer redundancies.
    • Limited staff with experience for the project.
    • Workforce planning may be a lower priority and difficult to generate buy-in for.
    • Requires more staff to manage workforce plan and execute initiatives.
    • Less collective knowledge on staff strengths may make career planning difficult.
    • Geographically dispersed business units make collaboration and communication difficult.

    1 McLean & Company Trends Report 2014

    1.1 Set project outcomes and success metrics

    1-3 hours

    1. As a group, brainstorm key pain points that the IT department experiences due to the lack of a workforce plan. Ask them to consider turnover, retention, training, and talent acquisition.
    2. Discuss any key themes that arise and brainstorm your desired project outcomes. Keep a record of these for future reference and to aid in stakeholder communication.
    3. Break into smaller groups (or if too small, continue as a single group):
      1. For each desired outcome, consider what metrics you could use to track progress. Keep your initial list of pain points in mind as you brainstorm metrics.
      2. Write each of the metric suggestions on a whiteboard and agree to track 3-5 metrics. Set targets for each metric. Consider the effort required to obtain and track the metric, as well as its reliability.
      3. Assign one individual for tracking the selected metrics. Following the meeting, that individual will be responsible for identifying the baseline and targets, and reporting on metrics progress.

    Input

    Output

    • List of workforce data available
    • List of workforce metrics to track the workforce plan's impact

    Materials

    Participants

    • Whiteboard/flip charts
    • Leadership team
    • Human resource partner (if applicable)

    1.2 Identify key roles and competency gaps

    1-3 hours

    1. As a group, identify all strategic, core, and supporting roles by reviewing the organizational chart:
      1. Strategic: What are the roles that must be filled by top performers and cannot be left vacant in order to meet strategic objectives?
      2. Core: What roles are important to drive operational excellence?
      3. Supporting: What roles are required for day-to-day work, but are low risk if the role is vacant for a period of time?
    2. Working individually or in small groups, have managers for each identified role define the level of competence required for the job. Consider factors such as:
      1. The difficulty or criticality of the tasks being performed
      2. The impact on job outcomes
      3. The impact on the performance of other employees
      4. The consequence of errors if the competency is not present
      5. How frequently the competency is used on the job
      6. Whether the competency is required when the job starts or can be learned or acquired on the job within the first six months
    3. Continue working individually and rate the level of proficiency of the current incumbent.
    4. As a group, review the assessment and make any adjustments.

    Record this information in the Workforce Planning Workbook for Small Enterprises.

    Download the Workforce Planning Workbook for Small Enterprises

    1.2 Identify key roles and competency gaps

    Input Output
    • Org chart, job descriptions, list of current tasks performed/required, list of company competencies
    • List of competency gaps for key roles
    Materials Participants
    • Leadership team
    • Managers

    Conduct a risk-of-departure analysis

    A risk-of-departure analysis helps you plan for future talent needs by identifying which employees are most likely to leave the organization (or their current role).

    A risk analysis takes into account two factors: an employee's risk for departure and the impact of departure:

    Employees are high risk for departure if they:

    • Have specialized or in-demand skills (tenured employees are more likely to have this than recent hires)
    • Are nearing retirement
    • Have expressed career aspirations that extend outside your organization
    • Have hit a career development ceiling at your organization
    • Are disengaged
    • Are actively job searching
    • Are facing performance issues or dismissal OR promotion into a new role

    Employees are low risk for departure if they:

    • Are a new hire or new to their role
    • Are highly engaged
    • Have high potential
    • Are 5-10 years out from retirement

    If you are not sure where an employee stands with respect to leaving the organization, consider having a development conversation with them. In the meantime, consider them at medium risk for departure.

    To estimate the impact of departure, consider:

    • The effect of losing the employee in the near- and medium-term, including:
      • Impact on the organization, department, unit/team and projects
      • The cost (in time, resources, and productivity loss) to replace the individual
      • The readiness of internal successors for the role

    1.3 Conduct a risk analysis to identify future needs

    1-3 hours

    Preparation: Your estimation of whether key employees are at risk of leaving the organization will depend on what you know of them objectively (skills, age), as well as what you learn from development conversations. Ensure you collect all relevant information prior to conducting this activity. You may need to speak with employees' direct managers beforehand or include them in the discussion.

    • As a group, list all your current employees, and using the previous slide for guidance, rank them on two parameters: risk of departure and impact of departure, on a scale of low to high. Record your conclusions in a chart like the one on the right. (For a more in-depth risk assessment, use the "Risk Assessment Results" tab of the Key Roles Succession Planning Tool.)
    • Employees that fall in the "Mitigate" quadrant represent key at-risk roles with at least moderate risk and moderate impact. These are your succession planning priorities. Add these roles to your list of key roles and competency gaps, and include them in your workforce planning analysis.
    • Employees that fall in the "Manage" quadrants represent secondary priorities, which should be looked at if there is capacity after considering the "Mitigate" roles.

    Record this information in the Workforce Planning Workbook for Small Enterprises.

    This is an image of the Risk analysis for risk of departure to importance of departure.

    Info-Tech Insight

    Don't be afraid to rank most or all your staff as "high impact of departure." In a small enterprise, every player counts, and you must plan accordingly.

    1.3 Conduct a risk analysis to identify future needs

    Input Output
    • Employee data on competencies, skills, certifications, and performance. Input from managers from informal development conversations.
    • A list of first- and second-priority at-risk roles to carry forward into a succession planning analysis
    Materials Participants
    • Leadership team
    • Managers

    Determine your skill sourcing route

    The characteristics of need steer hiring managers to a preferred choice, while the marketplace analysis will tell you the feasibility of each option.

    Sourcing Options

    Preferred Options

    Final Choice

    four blue circles

    A right facing arrow

    Two blue circles A right facing arrow One blue circle
    State of the Marketplace

    State of the Marketplace

    Urgency: How soon do we need this skill? What is the required time-to-value?

    Criticality: How critical, i.e. core to business goals, are the services or systems that this skill will support?

    Novelty: Is this skill brand new to our workforce?

    Availability: How often, and at what hours, will the skill be needed?

    Durability: For how long will this skill be needed? Just once, or indefinitely for regular operations?

    Scarcity: How popular or desirable is this skill? Do we have a large enough talent pool to draw from? What competition are we facing for top talent?

    Cost: How much will it cost to hire vs. contract vs. outsource vs. train this skill?

    Preparedness: Do we have internal resources available to cultivate this skill in house?

    1.4 Determine your skill sourcing route

    1-3 hours

    1. Identify the preferred sourcing method as a group, starting with the most critical or urgent skill need on your list. Use the characteristics of need to guide your discussion. If more than one option seems adequate, carry several over to the next step.
    2. Consider the marketplace factors applicable to the skill in question and use these to narrow down to one final sourcing decision.
      1. If it is not clear whether a suitable internal candidate is available or ready, refer to the next activity for a readiness assessment.
    3. Be sure to document the rationale supporting your decision. This will ensure the decision can be clearly communicated to any stakeholders, and that you can review on your decision-making process down the line.

    Record this information in the Workforce Planning Workbook for Small Enterprises.

    Info-Tech Insight

    Consider developing a pool of successors instead of pinning your hopes on just one person. A single pool of successors can be developed for either one key role that has specialized requirements or even multiple key roles that have generic requirements.

    Input

    Output

    • List of current and upcoming skill gaps
    • A sourcing decision for each skill

    Materials

    Participants

    • Leadership team
    • Human resource partner (if applicable)

    1.5 Determine readiness of internal successors

    1-3 hours

    1. As a group, and ensuring you include the candidates' direct managers, identify potential successors for the first role on your list.
    2. Ask how effectively the potential successor would serve in the role today. Review the competencies for the key role in terms of:
      1. Relationship-building skills
      2. Business skills
      3. Technical skills
      4. Industry-specific skills or knowledge
    3. Determine what competencies the succession candidate currently has and what must be learned. Be sure you know whether the candidate is open to a career change. Don't assume – if this is not clear, have a development conversation to ensure everyone is on the same page.
    4. Finally, determine how difficult it will be for the successor to acquire missing skills or knowledge, whether the resources are available to provide the required development, and how long it will take to provide it.
    5. As a group, decide whether training an internal successor is a viable option for the role in question, considering the successor's readiness and the characteristics of need for the role. If a clear successor is not readily apparent, consider:
      1. If the development of the successor can be fast-tracked, or if some requirements can be deprioritized and the successor provided with temporary support from other employees.
      2. If the role in question is being discussed because the current incumbent is preparing to leave, consider negotiating an arrangement that extends the incumbent's employment tenure.
    6. Record the decision and repeat for the next role on your list.

    Info-Tech Insight

    A readiness assessment helps to define not just development needs, but also any risks around the organization's ability to fill a key role.

    Input

    Output

    • List of roles for which you are considering training internally
    • Job descriptions and competency requirements for the roles
    • List of roles for which internal successors are a viable option

    Materials

    Participants

    • Leadership team
    • Candidates' direct managers, if applicable

    Use alternative work arrangements to gain time to prepare successors

    Alternative work arrangements are critical tools that employers can use to achieve a mutually beneficial solution that mitigates the risk of loss associated with key roles.

    Alternative work arrangements not only support employees who want to keep working, but more importantly, they allow the business to retain employees that are needed in key roles who are departure risks due to retirement.

    Viewing retirement as a gradual process can help you slow down skill loss in your organization and ensure you have sufficient time to train successors. Retiring workers are becoming increasingly open to alternative work arrangements. Among employed workers aged 50-75, more than half planned to continue working part-time after retirement.
    Source: Statistics Canada.

    Flexible work options are the most used form of alternative work arrangement

    A bar graph showing the percent of organizations who implemented alternate work arrangement, for Flexible work options; Contract based work; Part time roles; Graduated retirement programs; Part year jobs or job sharing; Increased PTO for employees over a certain age.

    Source: McLean & Company, N=44

    Choose the alternative work arrangement that works best for you and the employee

    Alternative Work Arrangement Description Ideal Use Caveats
    Flexible work options Employees work the same number of hours but have flexibility in when and where they work (e.g. from home, evenings). Employees who work fairly independently with no or few direct reports. Employee may become isolated or disconnected, impeding knowledge transfer methods that require interaction or one-on-one time.
    Contract-based work Working for a defined period of time on a specific project on a non-salaried or non-wage basis. Project-oriented work that requires specialized knowledge or skills. Available work may be sporadic or specific projects more intensive than the employee wants. Knowledge transfer must be built into the contractual arrangement.
    Part-time roles Half days or a certain number of days per week; indefinite with no end date in mind. Employees whose roles can be readily narrowed and upon whom people and critical processes are not dependent. It may be difficult to break a traditionally full-time job down into a part-time role given the size and nature of associated tasks.
    Graduated retirement Retiring employee has a set retirement date, gradually reducing hours worked per week over time. Roles where a successor has been identified and is available to work alongside the incumbent in an overlapping capacity while he or she learns. The role may only require a single FTE, and the organization may not be able to afford the amount of redundancy inherent in this arrangement.

    Choose the alternative work arrangement that works best for you and the employee

    Alternative Work Arrangement Description Ideal Use Caveats
    Part-year jobs or job sharing Working part of the year and having the rest of the year off, unpaid. Project-oriented work where ongoing external relationships do not need to be maintained. The employee is unavailable for knowledge transfer activities for a large portion of the year. Another risk is that the employee may opt not to return at the end of the extended time off with little notice.
    Increased paid time off Additional vacation days upon reaching a certain age. Best used as recognition or reward for long-term service. This may be a particularly useful retention incentive in organizations that do not offer pension plans. The company may not be able to financially afford to pay for such extensive time off. If the role incumbent is the only one in the role, this may mean crucial work is not being done.
    Altered roles Concentration of a job description on fewer tasks that allows the employee to focus on his or her specific expertise. Roles where a successor has been identified and is available to work alongside the incumbent, with the incumbent's new role highly focused on mentoring. The role may only require a single FTE, and the organization may not be able to afford the amount of redundancy inherent in this arrangement.

    Phase 2

    Knowledge Transfer

    Workforce Planning

    Knowledge Transfer

    Development Planning

    Identify needs, goals, metrics, and skill gaps.

    Select a skill sourcing strategy.

    Discover critical knowledge.

    Select knowledge transfer methods.

    Identify priority competencies.

    Assess employees.

    Draft development goals.

    Provide coaching & feedback.

    The Small Enterprise Guide to People and Resource Management

    Phase Participants

    • Leadership/management team
    • Incumbent & successor

    Additional Resources

    IT Knowledge Identification Interview Guide Template

    Knowledge Transfer Plan Template

    Determine your skill sourcing route

    Knowledge transfer plans have three key components that you need to complete for each knowledge source:

    Define what knowledge needs to be transferred

    Each knowledge source has unique information which needs to be transferred. Chances are you don't know what you don't know. The first step is therefore to interview knowledge sources to find out.

    Identify the knowledge receiver

    Depending on who the information is going to, the knowledge transfer tactic you employ will differ. Before deciding on the knowledge receiver and tactic, consider three key factors:

    • How will this knowledge be used in the future?
    • What is the next career step for the knowledge receiver?
    • Are the receiver and the source going to be in the same location?

    Identify which knowledge transfer tactics you will use for each knowledge asset

    Not all tactics are good in every situation. Always keep the "knowledge type" (information, process, skills, and expertise), knowledge sources' engagement level, and the knowledge receiver in mind as you select tactics.

    Don't miss tacit knowledge

    There are two basic types of knowledge: "explicit" and "tacit." Ensure you capture both to get a well-rounded overview of the role.

    Explicit Tacit
    • "What knowledge" – knowledge can be articulated, codified, and easily communicated.
    • Easily explained and captured – documents, memos, speeches, books, manuals, process diagrams, facts, etc.
    • Learn through reading or being told.
    • "How knowledge" – intangible knowledge from an individual's experience that is more from the process of learning, understanding, and applying information (insights, judgments, and intuition).
    • Hard to verbalize, and difficult to capture and quantify.
    • Learn through observation, imitation, and practice.

    Types of explicit knowledge

    Types of tacit knowledge

    Information Process Skills Expertise

    Specialized technical knowledge.

    Unique design capabilities/methods/models.

    Legacy systems, details, passwords.

    Special formulas/algorithms/ techniques/contacts.

    • Specialized research & development processes.
    • Proprietary production processes.
    • Decision-making processes.
    • Legacy systems.
    • Variations from documented processes.
    • Techniques for executing on processes.
    • Relationship management.
    • Competencies built through deliberate practice enabling someone to act effectively.
    • Company history and values.
    • Relationships with key stakeholders.
    • Tips and tricks.
    • Competitor history and differentiators.

    e.g. Knowing the lyrics to a song, building a bike, knowing the alphabet, watching a YouTube video on karate.

    e.g. Playing the piano, riding a bike, reading or speaking a language, earning a black belt in karate.

    Embed your knowledge transfer methods into day-to-day practice

    Multiple methods should be used to transfer as much of a person's knowledge as possible, and mentoring should always be one of them. Select your method according to the following criteria:

    Info-Tech Insight

    The more integrated knowledge transfer is in day-to-day activities, the more likely it is to be successful, and the lower the time cost. This is because real learning is happening at the same time real work is being accomplished.

    Type of Knowledge

    • Tacit knowledge transfer methods are often informal and interactive:
      • Mentoring
      • Multi-generational work teams
      • Networks and communities
      • Job shadowing
    • Explicit knowledge transfer methods tend to be more formal and one way:
      • Formal documentation of processes and best practices
      • Self-published knowledge bases
      • Formal training sessions
      • Formal interviews

    Incumbent's Preference/Successor's Preference

    Ensure you consult the employees, and their direct manager, on the way they are best prepared to teach and learn. Some examples of preferences include:

    1. Prefer traditional classroom learning, augmented with participation, critical reflection, and feedback.
    2. May get bored during formal training sessions and retain more during job shadowing.
    3. Prefer to be self-directed or self-paced, and highly receptive to e-learning and media.
    4. Prefer informal, incidental learning, tend to go immediately to technology or direct access to people. May have a short attention span and be motivated by instant results.
    5. May be uncomfortable with blogs and wikis, but comfortable with SharePoint.

    Cost

    Consider costs beyond the monetary. Some methods require an investment in time (e.g. mentoring), while others require an investment in technology (e.g. knowledge bases).

    The good news is that many supporting technologies may already exist in your organization or can be acquired for free.

    Methods that cost time may be difficult to get underway since employees may feel they don't have the time or must change the way they work.

    2.1 Create a knowledge transfer plan

    1-3 hours

    1. Working together with the current incumbent, brainstorm the key information pertaining to the role that you want to pass on to the successor. Use the IT Knowledge Identification Interview Guide Template to ensure you don't miss anything.
      • Consider key knowledge areas, including:
        • Specialized technical knowledge.
        • Specialized research and development processes.
        • Unique design capabilities/methods/models.
        • Special formulas/algorithms/techniques.
        • Proprietary production processes.
        • Decision-making criteria.
        • Innovative sales methods.
        • Knowledge about key customers.
        • Relationships with key stakeholders.
        • Company history and values.
      • Ask questions of both sources and receivers of knowledge to help determine the best knowledge transfer methods to use.
        • What is the nature of the knowledge? Explicit or tacit?
        • Why is it important to transfer?
        • How will the knowledge be used?
        • What knowledge is critical for success?
        • How will the users find and access it?
        • How will it be maintained and remain relevant and usable?
        • What are the existing knowledge pathways or networks connecting sources to recipients?
    2. Once the knowledge has been identified, use the information on the following slides to decide on the most appropriate methods. Be sure to consult the incumbent and successor on their preferences.
    3. Prioritize your list of knowledge transfer activities. It's important not to try to do too much too quickly. Focus on some quick wins and leverage the success of these initiatives to drive the project forward. Follow these steps as a guide:
      1. Take an inventory of all the tactics and techniques which you plan to employ. Eliminate redundancies where possible.
      2. Start your implementation with your highest risk role or knowledge item, using explicit knowledge transfer tactics. Interviews, use cases, and process mapping will give you some quick wins and will help gain momentum for the project.
      3. Then move forward to other tactics, the majority of which will require training and process design. Pick 1-2 other key tactics you would like to employ and build those out. For tactics that require resources or monetary investment, start with those that can be reused for multiple roles.

    Record your plan in the IT Knowledge Transfer Plan Template.

    Download the IT Knowledge Identification Interview Guide Template

    Download the Knowledge Transfer Plan Template

    Info-Tech Insight

    Wherever possible, ask employees about their personal learning styles. It's likely that a collaborative compromise will have to be struck for knowledge transfer to work well.

    2.1 Create a knowledge transfer plan

    Input

    Output

    • List of roles for which you need to transfer knowledge
    • Prioritized list of knowledge items and chosen transfer method

    Materials

    Participants

    • Leadership team
    • Incumbent
    • Successor

    Not every transfer method is effective for every type of knowledge

    Knowledge Type
    Tactic Explicit Tacit
    Information Process Skills Expertise
    Interviews Very Strong Strong Strong Strong
    Process Mapping Medium Very Strong Very Weak Very Weak
    Use Cases Medium Very Strong Very Weak Very Weak
    Job Shadow Very Weak Medium Very Strong Very Strong
    Peer Assist Strong Medium Very Strong Very Strong
    Action Review Medium Medium Strong Strong
    Mentoring Weak Weak Strong Very Strong
    Transition Workshop Strong Strong Strong Weak
    Storytelling Weak Weak Strong Very Strong
    Job Share Weak Weak Very Strong Very Strong
    Communities of Practice Strong Weak Very Strong Very Strong

    This table shows the relative strengths and weaknesses of each knowledge transfer tactic compared against four different knowledge types.

    Not all techniques are effective for all types of knowledge; it is important to use a healthy mixture of techniques to optimize effectiveness.

    Employees' engagement can impact knowledge transfer effectiveness

    Level of Engagement
    Tactic Disengaged/ Indifferent Almost Engaged - Engaged
    Interviews Yes Yes
    Process Mapping Yes Yes
    Use Cases Yes Yes
    Job Shadow No Yes
    Peer Assist Yes Yes
    Action Review Yes Yes
    Mentoring No Yes
    Transition Workshop Yes Yes
    Storytelling No Yes
    Job Share Maybe Yes
    Communities of Practice Maybe Yes

    When considering which tactics to employ, it's important to consider the knowledge holder's level of engagement. Employees who you would identify as being disengaged may not make good candidates for job shadowing, mentoring, or other tactics where they are required to do additional work or are asked to influence others.

    Knowledge transfer can be controversial for all employees as it can cause feelings of job insecurity. It's essential that motivations for knowledge transfer are communicated effectively.

    Pay particular attention to your communication style with disengaged and indifferent employees, communicate frequently, and tie communication back to what's in it for them.

    Putting disengaged employees in a position where they are mentoring others can be a risk, as their negativity could influence others not to participate, or it could negate the work you're doing to create a positive knowledge sharing culture.

    Employees' engagement can impact knowledge transfer effectiveness

    Effort by Stakeholder

    Tactic

    Business Analyst

    IT Manager

    Knowledge Holder

    Knowledge Receiver

    Interviews

    These tactics require the least amount of effort, especially for organizations that are already using these tactics for a traditional requirements gathering process.

    Medium

    N/A

    Low

    Low

    Process Mapping

    Medium

    N/A

    Low

    Low

    Use Cases

    Medium

    N/A

    Low

    Low

    Job Shadow

    Medium

    Medium

    Medium

    Medium

    Peer Assist

    Medium

    Medium

    Medium

    Medium

    Action Review

    These tactics generally require more involvement from IT management and the BA in tandem for preparation. They will also require ongoing effort for all stakeholders. It's important to gain stakeholder buy-in as it is key for success.

    Low

    Medium

    Medium

    Low

    Mentoring

    Medium

    High

    High

    Medium

    Transition Workshop

    Medium

    Low

    Medium

    Low

    Storytelling

    Medium

    Medium

    Low

    Low

    Job Share

    Medium

    High

    Medium

    Medium

    Communities of Practice

    High

    Medium

    Medium

    Medium

    Phase 3

    Development Planning

    Workforce Planning

    Knowledge Transfer

    Development Planning

    Identify needs, goals, metrics, and skill gaps.

    Select a skill sourcing strategy.

    Discover critical knowledge.

    Select knowledge transfer methods.

    Identify priority competencies.

    Assess employees.

    Draft development goals.

    Provide coaching & feedback.

    The Small Enterprise Guide to People and Resource Management

    Phase Participants

    • Leadership team
    • Managers
    • Employees

    Additional Resources

    Effective development planning hinges on robust performance management

    Your performance management framework is rooted in organizational goals and defines what it means to do any given role well.

    Your organization's priority competencies are the knowledge, skills and attributes that enable an employee to do the job well.

    Each individual's development goals are then aimed at building these priority competencies.

    Mission Statement

    To be the world's leading manufacturer and distributor of widgets.

    Business Goal

    To increase annual revenue by 10%.

    IT Department Objective

    To ensure reliable communications infrastructure and efficient support for our sales and development teams.

    Individual Role Objective

    To decrease time to resolution of support requests by 10% while maintaining quality.

    Info-Tech Insight

    Without a performance management framework, your employees cannot align their development with the organization's goals. For detailed guidance, see Info-Tech's blueprint Setting Meaningful Employee Performance Measures.

    What is a competency?

    The term "competency" refers to the collection of knowledge, skills, and attributes an employee requires to do a job well.

    Often organizations have competency frameworks that consist of core, leadership, and functional competencies.

    Core competencies apply to every role in the organization. Typically, they are tied to organizational values and business mission and/or vision.

    Functional competencies are at the department, work group, or job role levels. They are a direct reflection of the function or type of work carried out.

    Leadership competencies generally apply only to people managers in the organization. Typically, they are tied to strategic goals in the short to medium term

    Generic Functional
    • Core
    • Leadership
    • IT
    • Finance
    • Sales
    • HR

    Use the SMART model to make sure goals are reasonable and attainable

    S

    Specific: Be specific about what you want to accomplish. Think about who needs to be involved, what you're trying to accomplish, and when the goal should be met.

    M

    Measurable: Set metrics that will help to determine whether the goal has been reached.

    A

    Achievable: Ensure that you have both the organizational resources and employee capability to accomplish the goal.

    R

    Relevant: Goals must align with broader business, department, and development goals in order to be meaningful.

    T

    Time-bound: Provide a target date to ensure the goal is achievable and provide motivation.

    Example goal:

    "Learn Excel this summer."

    Problems:

    Not specific enough, not measurable enough, nor time bound.

    Alternate SMART goal:

    "Consult with our Excel expert and take the lead on creating an Excel tool in August."

    3.2 Identify target competencies & draft development goals

    1 hour

    Pre-work: Employees should come to the career conversation having done some self-reflection. Use Info-Tech's IT Employee Career Development Workbook to help employees identify their career goals.

    1. Pre-work: Managers should gather any data they have on the employee's current proficiency at key competencies. Potential sources include task-based assessments, performance ratings, supervisor or peer feedback, and informal conversation.

      Prioritize competencies. Using your list of priority organizational competencies, work with your employees to help them identify two to four competencies to focus on developing now and in the future. Use the Individual Competency Development Plan template to document your assessment and prioritize competencies for development. Consider the following questions for guidance:
      1. Which competencies are needed in my current role that I do not have full proficiency in?
      2. Which competencies are related to both my career interests and the organization's priorities?
      3. Which competencies are related to each other and could be developed together or simultaneously?
    2. Draft goals. Ask your employee to create a list of multiple simple goals to develop the competencies they have selected to work on developing over the next year. Identifying multiple goals helps to break development down into manageable chunks. Ensure goals are concrete, for example, if the competency is "communication skills," your development goals could be "presentation skills" and "business writing."
    3. Review goals:
      1. Ask why these areas are important to the employee.
      2. Share your ideas and why it is important that the employee develop in the areas identified.
      3. Ensure that the goals are realistic. They should be stretch goals, but they must be achievable. Use the SMART framework on the previous slide for guidance.

    Info-Tech Insight

    Lack of career development is the top reason employees leave organizations. Development activities need to work for both the organization and the employee's own development, and clearly link to advancing employees' careers either at the organization or beyond.

    Download the IT Employee Career Development Workbook

    Download the Individual Competency Development Plan

    3.2 Identify target competencies & draft development goals

    Input

    Output

    • Employee's career aspirations
    • List of priority organizational competencies
    • Assessment of employee's current proficiency
    • A list of concrete development goals

    Materials

    Participants

    • Employee
    • Direct manager

    Apply a blend of learning methods

    • Info-Tech recommends the 70-20-10 principle for learning and development, which places the greatest emphasis on learning by doing. This experiential learning is then supported by feedback from mentoring, training, and self-reflection.
    • Use the 70-20-10 principle as a guideline – the actual breakdown of your learning methods will need to be tailored to best suit your organization and the employee's goals.

    Spend development time and effort wisely:

    70%

    On providing challenging on-the-job opportunities

    20%

    On establishing opportunities for people to develop learning relationships with others, such as coaching and mentoring

    10%

    On formal learning and training programs

    Internal initiatives are a cost-effective development aid

    Internal Initiative

    What Is It?

    When to Use It

    Special Project

    Assignment outside of the scope of the day-to-day job (e.g. work with another team on a short-term initiative).

    As an opportunity to increase exposure and to expand skills beyond those required for the current job.

    Stretch Assignment

    The same projects that would normally be assigned, but in a shorter time frame or with a more challenging component.

    Employee is consistently meeting targets and you need to see what they're capable of.

    Training Others

    Training new or more junior employees on their position or a specific process.

    Employee wants to expand their role and responsibility and is proficient and positive.

    Team Lead On an Assignment

    Team lead for part of a project or new initiative.

    To prepare an employee for future leadership roles by increasing responsibility and developing basic managerial skills.

    Job Rotation

    A planned placement of employees across various roles in a department or organization for a set period of time.

    Employee is successfully meeting and/or exceeding job expectations in their current role.

    Incorporating a development objective into daily tasks

    What do we mean by incorporating into daily tasks?

    The next time you assign a project to an employee, you should also ask the employee to think about a development goal for the project. Try to link it back to their existing goals or have them document a new goal in their development plan.

    For example: A team of employees always divides their work in the same way. Their goal for their next project could be to change up the division of responsibility so they can learn each other's roles.

    Another example:

    "I'd like you to develop your ability to explain technical terms to a non-technical audience. I'd like you to sit down with the new employee who starts tomorrow and explain how to use all our software, getting them up and running."

    Info-Tech Insight

    Employees often don't realize that they are being developed. They either think they are being recognized for good work or they are resentful of the additional workload.

    You need to tell your employees that the activity you are asking them to do is intended to further their development.

    However, be careful not to sell mundane tasks as development opportunities – this is offensive and detrimental to engagement.

    Establish manager and employee accountability for following up

    Ensure that the employee makes progress in developing prioritized competencies by defining accountabilities:

    Tracking Progress

    Checking In

    Development Meetings

    Coaching & Feedback

    Employee accountability:

    • Employees need to keep track of what they learn.
    • Employees should take the time to reflect on their progress.

    Manager accountability:

    • Managers need to make the time for employees to reflect.

    Employee accountability:

    • Employees need to provide managers with updates and ask for help.

    Manager accountability:

    • Managers need to check in with employees to see if they need additional resources.

    Employee accountability:

    • Employees need to complete assessments again to determine whether they have made progress.

    Manager accountability:

    • Managers should schedule monthly meetings to discuss progress and identify next steps.

    Employee accountability:

    • Employees should ask their manager and colleagues for feedback after development activities.

    Manager accountability:

    • Managers can use both scheduled meetings and informal conversations to provide coaching and feedback to employees.

    3.3 Select development activities and schedule check-ins

    1-3 hours

    Pre-work: Employees should research potential development activities and come prepared with a range of suggestions.

    Pre-work: Managers should investigate options for employee development, such as internal training/practice opportunities for the employee's selected competencies and availability of training budget.

    1. Communicate your findings about internal opportunities and external training allowance to the employee. This can also be done prior to the meeting, to help guide the employee's own research. Address any questions or concerns.
    2. Review the employee's proposed list of activities, and identify priority ones based on:
      1. How effectively they support the development of priority competencies.
      2. How closely they match the employee's original goals.
      3. The learning methods they employ, and whether the chosen activities support a mix of different methods.
      4. The degree to which the employee will have a chance to practice new skills hands-on.
      5. The amount of time the activities require, balanced against the employee's work obligations.
    3. Guide the employee in selecting activities for the short and medium term. Establish an understanding that this list is tentative and subject to ongoing revision during future check-ins.
      1. If in doubt about whether the employee is over-committing, err on the side of fewer activities to start.
    4. Schedule a check-in for one month out to review progress and roadblocks, and to reaffirm priorities.
    5. Check-ins should be repeated regularly, typically once a month.

    Download the Learning Methods Catalog

    Info-Tech Insight

    Adopt a blended learning approach using a variety of techniques to effectively develop competencies. This will reinforce learning and accommodate different learning styles. See Info-Tech's Learning Methods Catalog for a description of popular experiential, relational, and formal learning methods.

    3.3 Select development activities and schedule check-ins

    Input

    Output

    • List of potential development activities (from employee)
    • List of organizational resources (from manager)
    • A selection of feasible development activities
    • Next check-in scheduled

    Materials

    Participants

    • Employee
    • Direct manager

    Tips for tricky conversations about development

    What to do if…

    Employees aren't interested in development:

    • They may have low aspiration for advancement.
    • Remind them about the importance of staying current in their role given increasing job requirements.
    • Explain that skill development will make their job easier and make them more successful at it; sell development as a quick and effective way to learn the skill.
    • Indicate your support and respond to concerns.

    Employees have greater aspiration than capability:

    • Explain that there are a number of skills and capabilities that they need to improve in order to move to the next level. If the specific skills were not discussed during the performance appraisal, do not hesitate to explain the improvements that you require.
    • Inform the employee that you want them to succeed and that by pushing too far and too fast they risk failure, which would not be beneficial to anyone.
    • Reinforce that they need to do their current job well before they can be considered for promotion.

    Employees are offended by your suggestions:

    • Try to understand why they are offended. Before moving forward, clarify whether they disagree with the need for development or the method by which you are recommending they be developed.
    • If it is because you told them they had development needs, then reiterate that this is about helping them to become better and that everyone has areas to develop.
    • If it is about the development method, discuss the different options, including the pros and cons of each.

    Coaching and feedback skills help managers guide employee development

    Coaching and providing feedback are often confused. Managers often believe they are coaching when they are just giving feedback. Learn the difference and apply the right approach for the right situation.

    What is coaching?

    A conversation in which a manager asks questions to guide employees to solve problems themselves.

    Coaching is:

    • Future-focused
    • Collaborative
    • Geared toward growth and development

    What is feedback?

    Information conveyed from the manager to the employee about their performance.

    Feedback is:

    • Past-focused
    • Prescriptive
    • Geared toward behavior and performance

    Info-Tech Insight

    Don't forget to develop your managers! Ensure coaching, feedback, and management skills are part of your management team's development plan.

    Understand the foundations of coaching to provide effective development coaching:

    Knowledge Mindset Relationship
    • Understand what coaching is and how to apply it:
    • Identify when to use coaching, feedback, or other people management practices, and how to switch between them.
    • Know what coaching can and cannot accomplish.
    • When focusing on performance, guide an employee to solve problems related to their work. When focusing on development, guide an employee to reach their own development goals.
    • Adopt a coaching mindset by subscribing to the following beliefs:
    • Employees want to achieve higher performance and have the potential to do so.
    • Employees have a unique and valuable perspective to share of the challenges they face as well as the possible solutions.
    • Employees should be empowered to realize solutions themselves to motivate them in achieving goals.
    • Develop a relationship of trust between managers and employees:
    • Create an environment of psychological safety where employees feel safe to be open and honest.
    • Involve employees in decision making and inform employees often.
    • Invest in employees' success.
    • Give and expect candor.
    • Embrace failure.

    Apply the "4A" behavior-focused coaching model

    Using a model allows every manager, even those with little experience, to apply coaching best practices effectively.

    Actively Listen

    Ask

    Action Plan

    Adapt

    Engage with employees and their message, rather than just hearing their message.

    Key active listening behaviors:

    • Provide your undivided attention.
    • Observe both spoken words and body language.
    • Genuinely try to understand what the employee is saying.
    • Listen to what is being said, then paraphrase back what you heard.

    Ask thoughtful, powerful questions to learn more information and guide employees to uncover opportunities and/or solutions.

    Key asking behaviors:

    • Ask open-ended questions.
    • Ask questions to learn something you didn't already know.
    • Ask for reasoning (the why).
    • Ask "what else?"

    Hold employees and managers accountable for progress and results.

    During check-ins, review each development goal to ensure employees are meeting their targets.

    Key action planning behaviors:

    Adapt to individual employees and situations.

    Key adapting behaviors:

    • Recognize employees' unique characteristics.
    • Appreciate the situation at hand and change your behavior and communication in order to best support the individual employee.

    Use the following questions to have meaningful coaching conversations

    Opening Questions

    • What's on your mind?
    • Do you feel you've had a good week/month?
    • What is the ideal situation?
    • What else?

    Problem-Identifying Questions

    • What is most important here?
    • What is the challenge here for you?
    • What is the real challenge here for you?
    • What is getting in the way of you achieving your goal?

    Problem-Solving Questions

    • What are some of the options available?
    • What have you already tried to solve this problem? What worked? What didn't work?
    • Have you considered all the possibilities?
    • How can I help?

    Next-Steps Questions

    • What do you need to do, and when, to achieve your goal?
    • What resources are there to help you achieve your goal? This includes people, tools, or even resources outside our organization.
    • How will you know when you have achieved your goal? What does success look like?

    The purpose of asking questions is to guide the conversation and learn something you didn't already know. Choose the questions you ask based on the flow of the conversation and on what information you would like to uncover. Approach the answers you get with an open mind.

    Info-Tech Insight

    Avoid the trap of "hidden agenda" questions, whose real purpose is to offer your own advice.

    Use the following approach to give effective feedback

    Provide the feedback in a timely manner

    • Plan the message you want to convey.
    • Provide feedback "just-in-time."
    • Ensure recipient is not preoccupied.
    • Try to balance the feedback; refer to successful as well as unsuccessful behavior.

    Communicate clearly, using specific examples and alternative behaviors

    • Feedback must be honest and helpful.
    • Be specific and give a recent example.
    • Be descriptive, not evaluative.
    • Relate feedback to behaviors that can be changed.
    • Give an alternative positive behavior.

    Confirm their agreement and understanding

    • Solicit their thoughts on the feedback.
    • Clarify if not understood; try another example.
    • Confirm recipient understands and accepts the feedback.

    Manager skill is crucial to employee development

    Development is a two-way street. This means that while employees are responsible for putting in the work, managers must enable their development with support and guidance. The latter is a skill, which managers must consciously cultivate.

    For more in-depth management skills development, see the Info-Tech "Build a Better Manager" training resources:

    Bibliography

    Anderson, Kelsie. "Is Your IT Department Prepared for the 4 Biggest Challenges of 2017?" 14 June 2017.
    Atkinson, Carol, and Peter Sandiford. "An Exploration of Older Worker Flexible Working Arrangements in Smaller Firms." Human Resource Management Journal, vol. 26, no. 1, 2016, pp. 12–28. Wiley Online Library.
    BasuMallick, Chiradeep. "Top 8 Best Practices for Employee Cross-Training." Spiceworks, 15 June 2020.
    Birol, Andy. "4 Ways You Can Succeed With a Staff That 'Wears Multiple Hats.'" The Business Journals, 26 Nov. 2013.
    Bleich, Corey. "6 Major Benefits To Cross-Training Employees." EdgePoint Learning, 5 Dec. 2018.
    Cancialosi, Chris. "Cross-Training: Your Best Defense Against Indispensable Employees." Forbes, 15 Sept. 2014.
    Cappelli, Peter, and Anna Tavis. "HR Goes Agile." Harvard Business Review, Mar. 2018.
    Chung, Kai Li, and Norma D'Annunzio-Green. "Talent Management Practices of SMEs in the Hospitality Sector: An Entrepreneurial Owner-Manager Perspective." Worldwide Hospitality and Tourism Themes, vol. 10, no. 4, Jan. 2018.
    Clarkson, Mary. Developing IT Staff: A Practical Approach. Springer Science & Business Media, 2012.
    "CNBC and SurveyMonkey Release Latest Small Business Survey Results." Momentive, 2019. Press Release. Accessed 6 Aug. 2020.
    Cselényi, Noémi. "Why Is It Important for Small Business Owners to Focus on Talent Management?" Jumpstart:HR | HR Outsourcing and Consulting for Small Businesses and Startups, 25 Mar. 2013.
    dsparks. "Top 10 IT Concerns for Small Businesses." Stratosphere Networks IT Support Blog - Chicago IT Support Technical Support, 16 May 2017.
    Duff, Jimi. "Why Small to Mid-Sized Businesses Need a System for Talent Management | Talent Management Blog | Saba Software." Saba, 17 Dec. 2018.
    Employment and Social Development Canada. "Age-Friendly Workplaces: Promoting Older Worker Participation." Government of Canada, 3 Oct. 2016.
    Exploring Workforce Planning. Accenture, 23 May 2017.
    "Five Major IT Challenges Facing Small and Medium-Sized Businesses." Advanced Network Systems. Accessed 25 June 2020.
    Harris, Evan. "IT Problems That Small Businesses Face." InhouseIT, 17 Aug. 2016.
    Heathfield, Susan. "What Every Manager Needs to Know About Succession Planning." Liveabout, 8 June 2020.
    ---. "Why Talent Management Is an Important Business Strategy." Liveabout, 29 Dec. 2019.
    Herbert, Chris. "The Top 5 Challenges Facing IT Departments in Mid-Sized Companies." ExpertIP, 25 June 2012.
    How Smaller Organizations Can Use Talent Management to Accelerate Growth. Avilar. Accessed 25 June 2020.
    Krishnan, TN, and Hugh Scullion. "Talent Management and Dynamic View of Talent in Small and Medium Enterprises." Human Resource Management Review, vol. 27, no. 3, Sept. 2017, pp. 431–41.
    Mann Jackson, Nancy. "Strategic Workforce Planning for Midsized Businesses." ADP, 6 Feb. 2017.
    McCandless, Karen. "A Beginner's Guide to Strategic Talent Management (2020)." The Blueprint, 26 Feb. 2020.
    McFeely, Shane, and Ben Wigert. "This Fixable Problem Costs U.S. Businesses $1 Trillion." Gallup.com, 13 Mar. 2019.
    Mihelič, Katarina Katja. Global Talent Management Best Practices for SMEs. Jan. 2020.
    Mohsin, Maryam. 10 Small Business Statistics You Need to Know in 2020 [May 2020]. 4 May 2020.
    Ramadan, Wael H., and B. Eng. The Influence of Talent Management on Sustainable Competitive Advantage of Small and Medium Sized Establishments. 2012, p. 15.
    Ready, Douglas A., et al. "Building a Game-Changing Talent Strategy." Harvard Business Review, no. January–February 2014, Jan. 2014.
    Reh, John. "Cross-Training Employees Strengthens Engagement and Performance." Liveabout, May 2019.
    Rennie, Michael, et al. McKinsey on Organization: Agility and Organization Design. McKinsey, May 2016.
    Roddy, Seamus. "The State of Small Business Employee Benefits in 2019." Clutch, 18 Apr. 2019.
    SHRM. "Developing Employee Career Paths and Ladders." SHRM, 28 Feb. 2020.
    Strandberg, Coro. Sustainability Talent Management: The New Business Imperative. Strandberg Consulting, Apr. 2015.
    Talent Management for Small & Medium-Size Businesses. Success Factors. Accessed 25 June 2020.
    "Top 10 IT Challenges Facing Small Business in 2019." Your IT Department, 8 Jan. 2019.
    "Why You Need Workforce Planning." Workforce.com, 24 Oct. 2022.

    M&A Runbook for Infrastructure and Operations

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    • member rating average days saved: Read what our members are saying
    • Parent Category Name: Strategy and Organizational Design
    • Parent Category Link: /strategy-and-organizational-design
    • I&O is often the last to be informed of an impending M&A deal.
    • The business doesn’t understand the necessary requirements or timeline for integration.
    • It’s hard to prioritize when you’re buried under a mountain of work.
    • Documentation may be lacking or nonexistent, and members of the target organization may be uncooperative.

    Our Advice

    Critical Insight

    • Manage expectations. The business often expects integration in days or weeks, not months or years. You need to set them straight.
    • Open your checkbook and prepare to hire. Integration will require a temporary increase in resources.
    • Tackle organizational and cultural change. People are harder to integrate than technology. Culture change is the hardest part, and the integration plan should address it.

    Impact and Result

    • Tailor your approach based on the business objectives of the merger or acquisition.
    • Separate the must-haves from the nice-to-haves.
    • Ensure adequate personnel and budget.
    • Plan for the integration into normal operations.

    M&A Runbook for Infrastructure and Operations Research & Tools

    Start here – read the Executive Brief

    Read our concise Executive Brief to find out how to partner with the business to conquer the challenges in your next merger or acquisition.

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

    1. Establish goals

    Partner with the business to determine goals and establish high-level scope.

    • M&A Runbook for Infrastructure and Operations – Phase 1: Establish Goals
    • I&O M&A Project Napkin

    2. Conduct discovery

    Find out what the target organization’s I&O looks like.

    • M&A Runbook for Infrastructure and Operations – Phase 2: Conduct Discovery
    • I&O M&A Discovery Letter Template
    • I&O M&A Discovery Template
    • I&O M&A Workbook
    • I&O M&A Risk Assessment Tool

    3. Plan short-term integration

    Build a plan to achieve a day 1 MVP.

    • M&A Runbook for Infrastructure and Operations – Phase 3: Plan Short-Term Integration
    • I&O M&A Short-Term Integration Capacity Assessment Tool

    4. Map long-term integration

    Chart a roadmap for long-term integration.

    • M&A Runbook for Infrastructure and Operations – Phase 4: Map Long-Term Integration
    • I&O M&A Long-Term Integration Portfolio Planning Tool
    [infographic]

    Workshop: M&A Runbook for Infrastructure and Operations

    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 High-Level Scope

    The Purpose

    Establish goals and conduct discovery.

    Key Benefits Achieved

    Alignment with business goals

    Documentation of target organization’s current state

    Activities

    0.1 Consult with stakeholders.

    0.2 Establish M&A business goals.

    0.3 Conduct target discovery.

    0.4 Document own environment.

    0.5 Clarify goals.

    Outputs

    Stakeholder communication plan

    M&A business goals

    I&O M&A Discovery Template

    Current state of organization

    2 Target Assessment

    The Purpose

    Assess risk and value of target organization.

    Key Benefits Achieved

    Accurate scope of I&O integration

    Risk mitigation plans

    Value realization strategies

    Activities

    1.1 Scope I&O M&A project.

    1.2 Assess risks.

    1.3 Assess value.

    Outputs

    I&O M&A Project Napkin

    Risk assessment

    Value assessment

    3 Day 1 Integration Project Plan

    The Purpose

    Establish day 1 integration project plan.

    Key Benefits Achieved

    Smoother day 1 integration

    Activities

    2.1 Determine Day 1 minimum viable operating model post M&A.

    2.2 Identify gaps.

    2.3 Build day 1 project plan.

    2.4 Estimate required resources.

    Outputs

    Day 1 project plan

    4 Long-Term Project Plan

    The Purpose

    Draw long-term integration roadmap.

    Key Benefits Achieved

    Improved alignment with M&A goals

    Greater realization of the deal’s value

    Activities

    3.1 Set long-term future state goals.

    3.2 Create a long-term project plan.

    3.3 Consult with business stakeholders on the long-term plan.

    Outputs

    Long-term integration project plan

    5 Change Management and Continual Improvement

    The Purpose

    Prepare for organization and culture change.

    Refine M&A I&O integration process.

    Key Benefits Achieved

    Smoother change management

    Improved M&A integration process

    Activities

    4.1 Complete a change management plan.

    4.2 Conduct a process post-mortem.

    Outputs

    Change management plan

    Process improvements action items

    Slash Spending by Optimizing Your Software Maintenance and Support

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    • member rating average dollars saved: N/A
    • member rating average days saved: N/A
    • Parent Category Name: Vendor Management
    • Parent Category Link: /vendor-management
    • Perpetual software maintenance (SW M&S) is an annual budget cost that increases almost yearly. You don’t really know if there is value in it, if its required by the vendor, or if there are opportunities for cost savings.
    • Most organizations never reap the full benefits of software M&S. They blindly send renewal fees to the vendor every year without validating their needs or the value of the maintenance. In addition, your vendor maintenance may be under contract and you aren’t sure what the obligations are for both parties.

    Our Advice

    Critical Insight

    • Analyzing the benefits contained within a vendor’s software M&S will provide the actual cost value of the M&S and whether there are critical support requirements vs. “nice to have” benefits.
    • Understanding the value and your requirement for M&S will allow you to make an informed decision on how best to optimize and reduce your annual software M&S spend.
    • Use a holistic approach when looking to reduce your software M&S spend. Review the entire portfolio for targeted reduction that will result in short- and long-term savings.
    • When targeting vendors to negotiate M&S price or coverage reduction, engaging them three to six months in advance of renewal will provide you with more time to effectively negotiate and not fall to the pressure of time.

    Impact and Result

    • Reduce annual costs for software maintenance and support.
    • Complete a value of investment (VOI) analysis of your software M&S for strategic vendors.
    • Maximize value of the software M&S by using all the benefits being paid for.
    • Right-size support coverage for your requirements.
    • Prioritize software vendors to target for cost reduction and optimization.

    Slash Spending by Optimizing Your Software Maintenance and Support Research & Tools

    Start here – read the Executive Brief

    Read our concise Executive Brief to find out how to prioritize your software vendors and effectively target M&S for reduction, optimization, or elimination.

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

    1. Evaluate

    Evaluate what software maintenance you are spending money.

    • Slash Spending by Optimizing Your Software Maintenance and Support – Phase 1: Evaluate
    • Software M&S Inventory and Prioritization Tool

    2. Establish

    Establish your software M&S requirements and coverage.

    • Slash Spending by Optimizing Your Software Maintenance and Support – Phase 2: Establish
    • Software Vendor Classification Tool

    3. Optimize

    Optimize your M&S spend, reduce or eliminate, where applicable.

    • Slash Spending by Optimizing Your Software Maintenance and Support – Phase 3: Optimize
    • Software M&S Value of Investment Tool
    • Software M&S Cancellation Decision Guide
    • Software M&S Executive Summary Template
    • Software M&S Cancellation Support Template
    [infographic]

    Develop a Business Continuity Plan

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    • member rating average dollars saved: $37,093 Average $ Saved
    • member rating average days saved: 30 Average Days Saved
    • Parent Category Name: DR and Business Continuity
    • Parent Category Link: /business-continuity
    • Recent crises have increased executive awareness and internal pressure to create a business continuity plan (BCP).
    • Industry and government-driven regulations require evidence of sound business continuity practices.
    • Customers demand their vendors provide evidence of a workable BCP prior to signing a contract.
    • IT leaders, because of their cross-functional view and experience with incident management and DR, are often asked to lead BCP efforts.

    Our Advice

    Critical Insight

    • BCP requires input from multiple departments with different and sometimes conflicting objectives. There are typically few, if any, dedicated resources for BCP, so it can't be a full-time, resource-intensive project.
    • As an IT leader you have the skill set and organizational knowledge to lead a BCP project, but ultimately business leaders need to own the BCP – they know their processes, and therefore, their requirements to resume business operations better than anyone else.
    • The traditional approach to BCP is a massive project that most organizations can’t execute without hiring a consultant. To execute BCP in-house, carve up the task into manageable pieces as outlined in this blueprint.

    Impact and Result

    • Implement a structured and repeatable process that you apply to one business unit at a time to keep BCP planning efforts manageable.
    • Use the results of the pilot to identify gaps in your recovery plans and reduce overall continuity risk while continuing to assess specific risks as you repeat the process with additional business units.
    • Enable business leaders to own the BCP going forward. Develop a template that the rest of the organization can use.
    • Leverage BCP outcomes to refine IT DRP recovery objectives and achieve DRP-BCP alignment.

    Develop a Business Continuity Plan Research & Tools

    Start here – read the Executive Brief

    Read our concise Executive Brief to find out why you should develop a business continuity plan, 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 BCP maturity and document process dependencies

    Assess current maturity, establish a team, and choose a pilot business unit. Identify business processes, dependencies, and alternatives.

    • BCP Maturity Scorecard
    • BCP Pilot Project Charter Template
    • BCP Business Process Workflows Example (Visio)
    • BCP Business Process Workflows Example (PDF)

    2. Conduct a BIA to determine acceptable RTOs and RPOs

    Define an objective impact scoring scale, estimate the impact of downtime, and set recovery targets.

    • BCP Business Impact Analysis Tool

    3. Document the recovery workflow and projects to close gaps

    Build a workflow of the current steps for business recovery. Identify gaps and risks to recovery. Brainstorm and prioritize solutions to address gaps and mitigate risks.

    • BCP Tabletop Planning Template (Visio)
    • BCP Tabletop Planning Template (PDF)
    • BCP Project Roadmap Tool
    • BCP Relocation Checklists

    4. Extend the results of the pilot BCP and implement governance

    Present pilot project results and next steps. Create BCMS teams. Update and maintain BCMS documentation.

    • BCP Pilot Results Presentation
    • BCP Summary
    • Business Continuity Teams and Roles Tool

    5. Appendix: Additional BCP tools and templates

    Use these tools and templates to assist in the creation of your BCP.

    • BCP Recovery Workflow Example (Visio)
    • BCP Recovery Workflow Example (PDF)
    • BCP Notification, Assessment, and Disaster Declaration Plan
    • BCP Business Process Workarounds and Recovery Checklists
    • Business Continuity Management Policy
    • Business Unit BCP Prioritization Tool
    • Industry-Specific BIA Guidelines
    • BCP-DRP Maintenance Checklist
    • Develop a COVID-19 Pandemic Response Plan Storyboard
    [infographic]

    Workshop: Develop a Business Continuity 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 Define BCP Scope, Objectives, and Stakeholders

    The Purpose

    Define BCP scope, objectives, and stakeholders.

    Key Benefits Achieved

    Prioritize BCP efforts and level-set scope with key stakeholders.

    Activities

    1.1 Assess current BCP maturity.

    1.2 Identify key business processes to include in scope.

    1.3 Flowchart key business processes to identify business processes, dependencies, and alternatives.

    Outputs

    BCP Maturity Scorecard: measure progress and identify gaps.

    Business process flowcharts: review, optimize, and allow for knowledge transfer of processes.

    Identify workarounds for common disruptions to day-to-day continuity.

    2 Define RTOs and RPOs Based on Your BIA

    The Purpose

    Define RTOs and RPOs based on your BIA.

    Key Benefits Achieved

    Set recovery targets based business impact, and illustrate the importance of BCP efforts via the impact of downtime.

    Activities

    2.1 Define an objective scoring scale to indicate different levels of impact.

    2.2 Estimate the impact of downtime.

    2.3 Determine acceptable RTO/RPO targets for business processes based on business impact.

    Outputs

    BCP Business Impact Analysis: objective scoring scale to assess cost, goodwill, compliance, and safety impacts.

    Apply the scoring scale to estimate the impact of downtime on business processes.

    Acceptable RTOs/RPOs to dictate recovery strategy.

    3 Create a Recovery Workflow

    The Purpose

    Create a recovery workflow.

    Key Benefits Achieved

    Build an actionable, high-level, recovery workflow that can be adapted to a variety of different scenarios.

    Activities

    3.1 Conduct a tabletop exercise to determine current recovery procedures.

    3.2 Identify and prioritize projects to close gaps and mitigate recovery risks.

    3.3 Evaluate options for command centers and alternate business locations (i.e. BC site).

    Outputs

    Recovery flow diagram – current and future state

    Identify gaps and recovery risks.

    Create a project roadmap to close gaps.

    Evaluate requirements for alternate business sites.

    4 Extend the Results of the Pilot BCP and Implement Governance

    The Purpose

    Extend the results of the pilot BCP and implement governance.

    Key Benefits Achieved

    Outline the actions required for the rest of your BCMS, and the required effort to complete those actions, based on the results of the pilot.

    Activities

    4.1 Summarize the accomplishments and required next steps to create an overall BCP.

    4.2 Identify required BCM roles.

    4.3 Create a plan to update and maintain your overall BCP.

    Outputs

    Pilot BCP Executive Presentation

    Business Continuity Team Roles & Responsibilities

    3. Maintenance plan and BCP templates to complete the relevant documentation (BC Policy, BCP Action Items, Recovery Workflow, etc.)

    Further reading

    Develop a Business Continuity Plan

    Streamline the traditional approach to make BCP development manageable and repeatable.

    Analyst Perspective

    A BCP touches every aspect of your organization, making it potentially the most complex project you’ll take on. Streamline this effort or you won’t get far.

    None of us needs to look very far to find a reason to have an effective business continuity plan.

    From pandemics to natural disasters to supply chain disruptions to IT outages, there’s no shortage of events that can disrupt your complex and interconnected business processes. How in the world can anyone build a plan to address all these threats?

    Don’t try to boil the ocean. Use these tactics to streamline your BCP project and stay on track:

    • Focus on one business unit at a time. Keep the effort manageable, establish a repeatable process, and produce deliverables that provide a starting point for the rest of the organization.
    • Don’t start with an extensive risk analysis. It takes too long and at the end you’ll still need a plan to resume business operations following a disruption. Rather than trying to predict what could cause a disruption, focus on how to recover.
    • Keep your BCP documentation concise. Use flowcharts, checklists, and diagrams instead of traditional manuals.

    No one can predict every possible disruption, but by following the guidance in this blueprint, you can build a flexible continuity plan that allows you to withstand the threats your organization may face.

    Frank Trovato

    Research Director,
    IT Infrastructure & Operations Practice
    Info-Tech Research Group

    Andrew Sharp

    Senior Research Analyst,
    IT Infrastructure & Operations Practice
    Info-Tech Research Group

    Executive Summary

    Your Challenge

    • Recent crises have increased executive awareness and internal pressure to create a BCP.
    • Industry- and government-driven regulations require evidence of sound business continuity practices.
    • Customers demand their vendors provide evidence of a workable BCP prior to signing a contract.

    IT leaders, because of their cross-functional view and experience with incident management and DR, are often asked to lead BCP efforts.

    Common Obstacles

    • IT managers asked to lead BCP efforts are dealing with processes and requirements beyond IT and outside of their control.
    • BCP requires input from multiple departments with different and sometimes conflicting objectives.
    • Typically there are few, if any, dedicated resources for BCP, so it can't be a full-time, resource-intensive project.

    Info-Tech’s Approach

    • Focus on implementing a structured and repeatable process that can be applied to one business unit at a time to avoid BCP from becoming an overwhelming project.
    • Enable business leaders to own the BCP going forward by establishing a template that the rest of the organization can follow.
    • Leverage BCP outcomes to refine IT DRP recovery objectives and achieve DRP-BCP alignment.

    Info-Tech Insight

    As an IT leader you have the skill set and organizational knowledge to lead a BCP project, but you must enable business leaders to own their department’s BCP practices and outputs. They know their processes and, therefore, their requirements to resume business operations better than anyone else.

    Use this research to create business unit BCPs and structure your overall BCP

    A business continuity plan (BCP) consists of separate but related sub-plans, as illustrated below. This blueprint enables you to:

    • Develop a BCP for a selected business unit (as a pilot project), and thereby establish a methodology that can be repeated for remaining business units.
    • Through the BCP process, clarify requirements for an IT disaster recovery plan (DRP). Refer to Info-Tech’s Disaster Recovery Planning workshop for instructions on how to create an IT DRP.
    • Implement ongoing business continuity management to govern BCP, DRP, and crisis management.

    Overall Business Continuity Plan

    IT Disaster Recovery Plan

    A plan to restore IT application and infrastructure services following a disruption.

    Info-Tech’s disaster recovery planning blueprint provides a methodology for creating the IT DRP. Leverage this blueprint to validate and provide inputs for your IT DRP.

    BCP for Each Business Unit

    A set of plans to resume business processes for each business unit. This includes:

    • Identifying business processes and dependencies.
    • Defining an acceptable recovery timeline based on a business impact analysis.
    • Creating a step-by-step recovery workflow.

    Crisis Management Plan

    A plan to manage a wide range of crises, from health and safety incidents to business disruptions to reputational damage.

    Info-Tech’s Implement Crisis Management Best Practices blueprint provides a framework for planning a response to any crisis, from health and safety incidents to reputational damage.

    IT leaders asked to develop a BCP should start with an IT Disaster Recovery Plan

    It’s a business continuity plan. Why should you start continuity planning with IT?

    1. IT services are a critical dependency for most business processes. Creating an IT DRP helps you mitigate a key risk to continuity quicker than it takes to complete your overall BCP, and you can then focus on other dependencies such as people, facilities, and suppliers.
    2. A BCP requires workarounds for IT failures. But it’s difficult to plan workarounds without a clear understanding of the potential IT downtime and data loss. Your DRP will answer those questions, and without a DRP, BCP discussions can get bogged down in IT discussions. Think of payroll as an example: if downtime might be 24 hours, the business might simply wait for recovery; if downtime might be a week, waiting it out is not an option.
    3. As an IT manager, you can develop an IT DRP primarily with resources within your control. That makes it an easier starting point and puts IT in a better position to shift responsibility for BCP to business leaders (where it should reside) since essentially the IT portion is done.

    Create a Right-Sized Disaster Recovery Plan today.

    Modernize the BCP

    If your BCP relies heavily on paper-based processes as workarounds, it’s time to update your plan.

    Back when transactions were recorded on paper and then keyed into the mainframe system later, it was easier to revert to deskside processes. There is very little in the way of paper-based processes anymore, and as a result, it is increasingly difficult to resume business processes without IT.

    Think about your own organization. What IT system(s) are absolutely critical to business operations? While you might be able to continue doing business without IT, this requires regular preparation and training. It’s likely a completely offline process and won’t be a viable workaround for long even if staff know how to do the work. If your data center and core systems are down, technology-enabled workarounds (such as collaboration via mobile technologies or cloud-based solutions) could help you weather the outage, and may be more flexible and adaptable for day-to-day work.

    The bottom line:

    Technology is a critical dependency for business processes. Consider the role IT systems play as process dependencies and as workarounds as part of continuity planning.

    Info-Tech’s approach

    The traditional approach to BCP takes too long and produces a plan that is difficult to use and maintain.

    The Problem: You need to create a BCP, but don’t know where to start.

    • BCP is being demanded more and more to comply with regulations, mitigate business risk, meet customer demands, and obtain insurance.
    • IT leaders are often asked to lead BCP.

    The Complication: A traditional BCP process takes longer to show value.

    • Traditional consultants don’t usually have an incentive to accelerate the process.
    • At the same time, self-directed projects with no defined process go months without producing useful deliverables.
    • The result is a dense manual that checks boxes but isn’t maintainable or usable in a crisis.

    A pie chart is separated into three segments, Internal Mandates 43%, Customer Demands 23%, and Regulatory Requirements 34%. The bottom of the image reads Source: Info-Tech Research Group.

    The Info-Tech difference:

    Use Info-Tech’s methodology to right-size and streamline the process.

    • Reduce required effort. Keep the work manageable and maintain momentum by focusing on one business unit at a time; allow that unit to own their BCP.
    • Prioritize your effort. Evaluate the current state of your BCP to identify the steps that are most in need of attention.
    • Get valuable results faster. Functional deliverables and insights from the first business unit’s BCP can be leveraged by the entire organization (e.g. communication, assessment, and BC site strategies).

    Expedite BCP development

    Info-Tech’s Approach to BCP:

    • Start with one critical business unit to manage scope, establish a repeatable process, and generate deliverables that become a template for remaining business units.
    • Resolve critical gaps as you identify them, generating early value and risk mitigation.
    • Create concise, practical documentation to support recovery.

    Embed training and awareness throughout the planning process.

    BCP for Business Unit A:

    Scope → Pilot BIA → Response Plan → Gap Analysis

    → Lessons Learned:

    • Leverage early results to establish a BCM framework.
    • Take action to resolve critical gaps as they are identified.
    • BCP for Business Units B through N.
    • Scope→BIA→Response Plan→Gap Analysis

    = Ongoing governance, testing, maintenance, improvement, awareness, and training.

    By comparison, a traditional BCP approach takes much longer to mitigate risk:

    • An extensive, upfront commitment of time and resources before defining incident response plans and mitigating risk.
    • A “big bang” approach that makes it difficult to predict the required resourcing and timelines for the project.

    Organizational Risk Assessment and Business Impact Analysis → Solution Design to Achieve Recovery Objectives → Create and Validate Response Plans

    Case Study

    Continuity Planning Supports COVID-19 Response

    Industry: Non-Profit
    Source: Info-Tech Advisory Services

    A charitable foundation for a major state university engaged Info-Tech to support the creation of their business continuity plan.

    With support from Info-Tech analysts and the tools in this blueprint, they worked with their business unit stakeholders to identify recovery objectives, confirm recovery capabilities and business process workarounds, and address gaps in their continuity plans.

    Results

    The outcome wasn’t a pandemic plan – it was a continuity plan that was applicable to pandemics. And it worked. Business processes were prioritized, gaps in work-from-home and business process workarounds had been identified and addressed, business leaders owned their plan and understood their role in it, and IT had clear requirements that they were able and ready to support.

    “The work you did here with us was beyond valuable! I wish I could actually explain how ready we really were for this…while not necessarily for a pandemic, we were ready to spring into action, set things up, the priorities were established, and most importantly some of the changes we’ve made over the past few years helped beyond words! The fact that the groups had talked about this previously almost made what we had to do easy.“ -- VP IT Infrastructure

    Download the BCP Case Study

    Project Overview: BCP

    Phases Phase 1: Identify BCP Maturity and Document Process Dependencies Phase 2: Conduct a BIA to Determine Acceptable RTOs and RPOs Phase 3: Document the Recovery Workflow and Projects to Close Gaps Phase 4: Extend the Results of the Pilot BCP and Implement Governance
    Steps 1.1 Assess current BCP maturity 2.1 Define an objective impact scoring scale 3.1 Determine current recovery procedures 4.1 Consolidate BCP pilot insights to support an overall BCP project plan
    1.2 Establish the pilot BCP team 2.2 Estimate the impact of downtime 3.2 Identify and prioritize projects to close gaps 4.2 Outline a business continuity management (BCM) program
    1.3 Identify business processes, dependencies, and alternatives 2.3 Determine acceptable RTO/RPO targets 3.3 Evaluate BC site and command center options 4.3 Test and maintain your BCP
    Tools and Templates

    BCP Business Impact Analysis Tool

    Results Presentation

    BCP Maturity Scorecard

    Tabletop Planning Template

    BCP Summary

    Pilot Project Charter

    Recovery Workflow Examples

    Business Continuity Teams and Roles

    Business Process Workflows Examples

    BCP Project Roadmap

    Blueprint deliverables

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

    BCP Business Impact Analysis Tool: Conduct and document a business impact analysis using this document.

    BCP Recovery Workflows Example: Model your own recovery workflows on this example.

    BCP Project Roadmap: Use this tool to prioritize projects that can improve BCP capabilities and mitigate gaps and risks.

    BCP Relocation Checklists: Plan for and manage a site relocation – whether to an alternate site or work from home.

    Key deliverable:

    BCP Summary Document

    Summarize your organization's continuity capabilities and objectives in a 15-page, easy-to-consume template.

    This document consolidates data from the supporting documentation and tools to the right.

    Download Info-Tech’s BCP Summary Document

    Insight summary

    Focus less on risk, and more on recovery

    Avoid focusing on risk and probability analysis to drive your continuity strategy. You never know what might disrupt your business, so develop a flexible plan to enable business resumption regardless of the event.

    Small teams = good pilots

    Choose a small team for your BCP pilot. Small teams are better at trialing new techniques and finding new ways to think about problems.

    Calculate downtime impact

    Develop and apply a scoring scale to develop a more-objective assessment of downtime impact for the organization. This will help you prioritize recovery.

    It’s not no, but rather not now…

    You can’t address all the organization’s continuity challenges at once. Prioritize high value, low effort initiatives and create a long-term roadmap for the rest.

    Show Value Now

    Get to value quickly. Start with one business unit with continuity challenges, and a small, focused project team who can rapidly learn the methodology, identify continuity gaps, and define solutions that can also be leveraged by other departments right away.

    Lightweight Testing Exercises

    Outline recovery capabilities using lightweight, low risk tabletop planning exercises. Our research shows tabletop exercises increase confidence in recovery capabilities almost as much as live exercises, which carry much higher costs and risks.

    Blueprint benefits

    Demonstrate compliance with demands from regulators and customers

    • Develop a plan that satisfies auditors, customers, and insurance providers who demand proof of a continuity plan.
    • Demonstrate commitment to resilience by identifying gaps in current capabilities and projects to overcome those gaps.
    • Empower business users to develop their plans and perform regular maintenance to ensure plans don’t go stale.
    • Establish a culture of business readiness and resilience.

    Leverage your BCP to drive value (Business Benefits)

    • Enable flexible, mobile, and adaptable business operations that can overcome disruptions large and small. This includes making it easier to work remotely in response to pandemics or facility disruptions.
    • Clarify the risk of the status quo to business leaders so they can make informed decisions on where to invest in business continuity.
    • Demonstrate to customers your ability to overcome disruptions and continue to deliver your services.

    Info-Tech Advisory Services lead to Measurable Value

    Info-Tech members told us they save an average of $44,522 and 23 days by working with an Info-Tech analyst on BCP (source: client response data from Info-Tech's Measured Value Survey).

    Why do members report value from analyst engagement?

    1. Expert advice on your specific situation to overcome obstacles and speed bumps.
    2. Structure the project and stay on track.
    3. Review project deliverables and ensure the process is applied properly.

    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

    Your Trusted Advisor is a call away.

    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 eight to twelve calls over the course of four to six months.

    Scoping

    Call 1: Scope requirements, objectives, and stakeholders. Identify a pilot BCP project.

    Business Processes and Dependencies

    Calls 2 - 4: Assess current BCP maturity. Create business process workflows, dependencies, alternates, and workarounds.

    Conduct a BIA

    Calls 5 – 7: Create an impact scoring scale and conduct a BIA. Identify acceptable RTO and RPO.

    Recovery Workflow

    Calls 8 – 9: Create a recovery workflow based on tabletop planning.

    Documentation & BCP Framework

    Call 10: Summarize the pilot results and plan next steps. Define roles and responsibilities. Make the case for a wider BCP program.

    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 BCP Maturity, Key Processes, and Dependencies Conduct a BIA to Determine Acceptable RTOs and RPOs Document the Current Recovery Workflow and Projects to Close Gaps Identify Remaining BCP Documentation and Next Steps Next Steps and Wrap-Up (offsite)
    Activities

    1.1 Assess current BCP maturity.

    1.2 Identify key business processes to include in scope.

    1.3 Create a flowchart for key business processes to identify business processes, dependencies, and alternatives.

    2.1 Define an objective scoring scale to indicate different levels of impact.

    2.2 Estimate the impact of a business disruption on cost, goodwill, compliance, and health & safety.

    2.3 Determine acceptable RTOs/RPOs for selected business processes based on business impact.

    3.1 Review tabletop planning – what is it, how is it done?

    3.2 Walk through a business disruption scenario to determine your current recovery timeline, RTO/RPO gaps, and risks to your ability to resume business operations.

    3.3 Identify and prioritize projects to close RTO/RPO gaps and mitigate recovery risks.

    4.1 Assign business continuity management (BCM) roles to govern BCP development and maintenance, as well as roles required to execute recovery.

    4.2 Identify remaining documentation required for the pilot business unit and how to leverage the results to repeat the methodology for remaining business units.

    4.3 Workshop review and wrap-up.

    5.1 Finalize deliverables for the workshop.

    5.2 Set up review time for workshop outputs and to discuss next steps.

    Deliverables
    1. Baseline BCP maturity status
    2. Business process flowcharts
    3. Business process dependencies and alternatives recorded in the BIA tool
    1. Potential impact of a business disruption quantified for selected business processes.
    2. Business processes criticality and recovery priority defined
    3. Acceptable RTOs/RPOs defined based on business impact
    1. Current-state recovery workflow and timeline.
    2. RTO/RPO gaps identified.
    3. BCP project roadmap to close gaps
    1. BCM roles and responsibilities defined
    2. Workshop results deck; use this to communicate pilot results and next steps
    1. Finalized deliverables

    Phase 1

    Identify BCP Maturity and Document Process Dependencies

    Phase 1

    1.1 Assess Current BCP Maturity

    1.2 Establish the pilot BCP team

    1.3 Identify business processes, dependencies, and alternatives

    Insights & Outcomes

    Define the scope for the BCP project: assess the current state of the plan, create a pilot project team and pilot project charter, and map the business processes that will be the focus of the pilot.

    Participants

    • BCP Coordinator
    • BCP Executive Sponsor
    • Pilot Business Unit Manager & Process SMEs

    Step 1.1

    Assess current BCP Maturity

    This step will walk you through the following activities:

    • Complete Info-Tech’s BCP Maturity Scorecard

    This step involves the following participants:

    • Executive Sponsor
    • BCP Coordinator

    You'll use the following tools & templates:

    Outcomes & Insights

    Establish current BCP maturity using Info-Tech’s ISO 22301-aligned BCP Maturity Scorecard.

    Evaluate the current state of your continuity plan

    Use Info-Tech’s Maturity Scorecard to structure and accelerate a BCP maturity assessment.

    Conduct a maturity assessment to:

    • Create a baseline metric so you can measure progress over time. This metric can also drive buy-in from senior management to invest time and effort into your BCP.
    • Understand the scope of work to create a complete business continuity plan.
    • Measure your progress and remaining gaps by updating your assessment once you’ve completed the activities in this blueprint.

    This blueprint primarily addresses the first four sections in the scorecard, which align with the creation of the core components of your business continuity plan.

    Info-Tech’s BCP Maturity Scorecard

    Info-Tech’s maturity scorecard is aligned with ISO 22301, the international standard that describes the key elements of a functioning business continuity management system or program – the overarching set of documents, practices, and controls that support the ongoing creation and maintenance of your BCP. A fully functional BCMS goes beyond business continuity planning to include crisis management, BCP testing, and documentation management.

    Audit tools tend to treat every bullet point in ISO 22301 as a separate requirement – which means there’s almost 400 lines to assess. Info-Tech’s BCP Maturity Scorecard has synthesized key requirements, minimizing repetition to create a high-level self-assessment aligned with the standard.

    A high score is a good indicator of likely success with an audit.

    Download Info-Tech's BCP Maturity Scorecard

    Tool: BCP Maturity Scorecard

    Assess your organization’s BCP capabilities.

    Use Info-Tech’s BCP Maturity Scorecard to:

    • Assess the overall completeness of your existing BCP.
    • Track and demonstrate progress towards completion as you work through successive planning iterations with additional business units.
    1. Download a copy of the BCP Maturity Scorecard. On tab 1, indicate the percent completeness for each item using a 0-10 scale (0 = 0% complete, 10 = 100% complete).
    2. If you anticipate improvements in a certain area, make note of it in the “Comments” column.
    3. Review a visual representation of your overall scores on tab 2.

    Download Info-Tech's BCP Maturity Scorecard

    "The fact that this aligns with ISO is huge." - Dr. Bernard Jones MBCI, CBCP

    Step 1.2

    Establish the pilot BCP team

    This step will walk you through the following activities:

    • Assign accountability, responsibility, and roles.
    • Develop a project charter.
    • Identify dependencies and alternates for those dependencies.

    This step involves the following participants:

    • Executive Sponsor
    • BCP Coordinator

    In this step, you’ll use these tools and templates:

    Outcomes & Insights

    Assign roles and responsibilities for the BCP pilot project. Set milestones and timelines for the pilot.

    Take a pilot approach for BCP

    Limit the scope of an initial BCP project to get to value faster.

    Pilot Project Goals

    • Establish a repeatable methodology that fits your organization and will accelerate BCP development, with tangible deliverables that provide a template for the rest of the business.
    • Identify high-priority business continuity gaps for the pilot business unit, many of which will also apply to the overall organization.
    • Identify initiatives to start addressing gaps now.
    • Enable business users to learn the BCP methodology and toolset so they can own and maintain their business unit BCPs.

    Accomplishments expected:

    • Define key business processes and process dependencies, and alternatives if dependencies are not available.
    • Classify key business processes by criticality for one business unit, using an objective impact scoring scale.
    • Set recovery objectives for these key processes.
    • Document workarounds and recovery plans.
    • Identify gaps in recovery plans and list action items to mitigate risks.
    • Develop a project plan to structure a larger continuity project.

    What not to expect from a pilot project:

    • A complete organizational BCP (the pilot is a strong starting point).
    • Implemented solutions to all BCP gaps (proposed solutions will need to be evaluated first).

    Structure IT’s role in continuity planning

    Clearly define IT’s role in the pilot BCP project to deliver a successful result that enables business units to own BCP in the future.

    Though IT is a critical dependency for most processes, IT shouldn’t own the business continuity plan. IT should be an internal BCP process consultant, and each business unit must own their plan.

    IT should be an internal BCP consultant.

    • IT departments interact with all business units, which gives IT leaders at least a high-level understanding of business operations across the organization.
    • IT leaders typically also have at least some knowledge of disaster recovery, which provides a foundation for tackling BCP.
    • By contrast, business leaders often have little or no experience with disaster recovery, and don’t have the same level of experience as IT when it comes to working with other business units.

    Why shouldn’t IT own the plan?

    • Business unit managers have the authority to direct resources in their department to participate in the BCP process.
    • Business users are the experts in their processes, and are in the best position to identify dependencies, downtime impacts, recovery objectives, and viable solutions (e.g., acceptable alternate sites or process workarounds).
    • Ultimately, business unit managers and executives must decide whether to mitigate, accept, or transfer risks.

    Info-Tech Insight

    A goal of the pilot is to seed success for further planning exercises. This is as much about demonstrating the value of continuity planning to the business unit, and enabling them to own it, as it is about implementing the methodology successfully.

    Create a RACI matrix for the pilot

    Assemble a small, focused team for the pilot project empowered to discover, report, and present possible solutions to continuity planning challenges in your organization.

    Outline roles and responsibilities on the pilot team using a “RACI” exercise. Remember, only one party can be ultimately accountable for the work being completed.

    Example Pilot BCP Project RACI

    Board Executive Team BCP Executive Sponsor BCP Team Leader BCP Coordinator Pilot Bus. Unit Manager Expert Bus. Unit Staff IT Manager
    Communicate BCP project status I I I A R C C I
    Assign resources to pilot BCP project A R C R C R
    Conduct continuity planning activities I A/R R R R R
    Create pilot BCP deliverables I A R R C C C
    Manage BCP documentation I A C R I C C
    Integrate results into BCMS I I A R R I C C
    Create overall BCP project plan I I A R C C

    R: Responsible for doing the work.

    A: Accountable to ensure the activity/work happens.

    C: Consulted prior to decision or action.

    I: Informed of the decision/action once it’s made.

    "Large teams excel at solving problems, but it is small teams that are more likely to come up with new problems for their more sizable counterparts to solve." – Wang & Evans, 2019

    Info-Tech Insight

    Small teams tend to be better at trialing new techniques and finding new ways to think about problems, both of which are needed for a BCP pilot project.

    Choose one business unit for the pilot

    Many organizations begin their BCP project with a target business unit in mind. It’s still worth establishing whether this business unit meets the criteria below.

    Good candidates for a pilot project:

    • Business processes are standardized and documented.
    • Management and staff are motivated to improve business continuity.
    • The business unit is sufficiently well resourced to spare time (e.g. a few hours a week) to dedicate to the BCP process.
    • If the business unit doesn’t meet these criteria, consider addressing shortfalls before the pilot (e.g. via stakeholder management or business process analysis) or selecting another unit.
    • Many of the decisions will ultimately require input and support from the business unit’s manager(s). It is critical that they are bought into and engaged with the project.
    • The leader of the first business unit will be a champion for BCP within the executive team.
    • Sometimes, there’s no clear place to start. If this is the case for you, consider using Info-Tech’s Business Unit BCP Prioritization Tool to determine the order in which business units should undergo BCP development.

    Create role descriptions for the pilot project

    Use these role descriptions and your RACI chart to define roles for the pilot.

    These short descriptions establish the functions, expectations, and responsibilities of each role at a more granular level.

    The Board and executives have an outsized influence on the speed at which the project can be completed. Ensure that communication with these stakeholders is clear and concise. Avoid involving them directly in activities and deliverable creation, unless it’s required by their role (e.g. as a business unit manager).

    Project Role Description
    Board & Executive Team
    • Will receive project status updates but are not directly involved in deliverable creation.
    Executive Sponsor
    • Liaison with the executive team.
    • Accountable to ensure the pilot BCP is completed.
    • Set project goals and approve resource allocation and funding.
    Pilot Business Unit Manager
    • Drive the project and assign required resources.
    • Delegate day-to-day project management tasks to the BCP Coordinator.
    BCP Coordinator
    • Function as the project manager. This includes scheduling activities, coordinating resources, reporting progress, and managing deliverables.
    • Learn and apply the BCP methodology to achieve project goals.
    Expert Business Unit Staff
    • Pilot business unit process experts to assist with BCP development for that business unit.
    IT Manager
    • Provide guidance on IT capabilities and recovery options.
    Other Business Unit Managers
    • Consulted to validate or provide input to the business impact analysis and RTOs/RPOs.

    Identify a suitable BCP Coordinator

    A skilled and committed coordinator is critical to building an effective and durable BCP.

    • Coordinating the BC planning effort requires a perspective that’s informed by IT, but goes beyond IT.
    • For example, many IT professionals only see business processes where they intersect with IT. The BCP Coordinator needs to be able to ask the right questions to help the business units think through dependencies for critical processes.
    • Business analysts can thrive in this role, which requires someone effective at dissecting business processes, working with business users, identifying requirements, and managing large projects.

    Structure the role of the BCP Coordinator

    The BCP Coordinator works with the pilot business unit as well as remaining business units to provide continuity and resolve discrepancies as they come up between business units.

    Specifically, this role includes:

    • Project management tasks (e.g. scheduling, assigning tasks, coordinating resources, and reporting progress).
    • Learning the BCP methodology (through the pilot) so that this person can lead remaining business units through their BCP process. This enables the IT leader who had been assigned to guide BCP development to step back into a more appropriate consulting role.
    • Managing the BCP workflow.

    "We found it necessary to have the same person work with each business unit to pass along lessons learned and resolve contingency planning conflicts for common dependencies." – Michelle Swessel, PM and IT Bus. Analyst, Wisconsin Compensation Rating Bureau (WCRB)

    Template: Pilot Project Charter

    Formalize participants, roles, milestones, risks for the pilot project.

    Your charter should:

    1. Define project parameters, including drivers, objectives, deliverables, and scope.
    2. Identify the pilot business unit.
    3. Assign a BCP pilot team, including a BCP Coordinator, to execute the methodology.
    4. Define before-and-after metrics to enable the team to measure pilot success.
    5. Set achievable, realistic target dates for specific project milestones.
    6. Document risks, assumptions, and constraints.

    Download Info-Tech’s BCP Pilot Project Charter Template

    Step 1.3

    Identify business processes, dependencies, and alternatives

    This step will walk you through the following activities:

    • Identify key business processes.
    • Document the process workflow.
    • Identify dependencies and alternates for those dependencies.

    This step involves the following participants:

    • BCP Coordinator
    • Pilot Business Unit Manager
    • Expert Business Unit Staff

    You'll use the following tools & templates:

    Outcomes & Insights

    Documented workflows, process dependencies, and workarounds when dependencies are unavailable.

    Flowchart business processes

    Workflows help you visually identify process dependencies and optimization opportunities.

    • Business continuity planning is business process focused. You need to document business processes, dependencies, and downtime workarounds.
    • Process documentation is a basic BCP audit requirement, but it will also:
      • Keep discussions about business processes well-scoped and focused – by documenting the process, you also clarify for everyone what you’re actually talking about.
      • Remind participants of process dependencies and workarounds.
      • Make it easier to spot possible process breakdowns or improvements.
      • Capture your work, which can be used to create or update SOP documentation.
    • Use flowcharts to capture process workflows. Flowcharts are often quicker to create, take less time to update, and are ultimately more usable than a dense manual.

    Info-Tech Insight

    Process review often results in discovering informal processes, previously unknown workarounds or breakdowns, shadow IT, or process improvement opportunities.

    1.3.1 Prioritize pilot business unit processes

    Input

    • List of key business unit processes.

    Output

    • List of key business unit processes, now prioritized (at a high-level)

    Materials

    • Whiteboard/flip charts
    • BCP Business Impact Analysis Tool

    Participants

    • BCP Coordinator (leads the discussion)
    • Pilot Business Unit Manager

    30 minutes

    1. Create a list of all formal and informal business processes executed by the pilot business unit.
    2. Discuss the impact of process downtime, and do a quick assessment whether impact of downtime for each process would be high, medium, or low across each of these criteria:
      • Revenue or costs (e.g. supports sales, billing, or productivity)
      • Goodwill (e.g. affects internal or external reputation)
      • Compliance (e.g. affects legal or industry requirements)
      • Health or safety (e.g. affects employee/public health & safety)

    Note: A more in-depth analysis will be conducted later to refine priorities. The goal here is a high-level order of priority for the next steps in the planning methodology (identify business processes and dependencies).

    1. In the BCP Business Impact Analysis Tool, Processes and Dependencies tab, record the following:
      • The business processes in rough order of criticality.
      • For each process, provide a brief description that focuses on purpose and impact.
      • For each process, name a process owner (i.e. accountable for process completion – could be a manager or senior staff, not necessarily those executing the process).

    1.3.2 Review process flows & identify dependencies

    Input

    • List of key business unit processes (prioritized at a high level in Activity 1.3.1).
    • Business process flowcharts.

    Output

    • Business process flowcharts

    Materials

    • Whiteboard/flip charts
    • Microsoft Visio, or other flowcharting software
    • BCP Business Impact Analysis Tool

    Download Info-Tech’s Business Process Workflows Example

    1.5 hours

    1. Use a whiteboard to flowchart process steps. Collaborate to clarify process steps and dependencies. If processes are not documented, use this as an opportunity to create standard operating procedures (SOPs) to drive consistency and process optimization, as described in the Info-Tech blueprint, Create Visual SOP Documents that Drive Process Optimization, Not Just Peace of Mind.
    2. Record the dependencies in tab 1 of the BCP Business Impact Analysis Tool in the appropriate columns:
      • People – Anyone involved in the process, from providing guidance to executing the steps.
      • IT Applications – Core IT services (e.g. ERP, CRM) required for this process.
      • End-user devices & equipment – End-user devices, locally-installed apps, IoT, etc.
      • Facility – Any special requirements beyond general office space.
      • Suppliers & Service Providers – Third-parties who support this process.

    Info-Tech Insight

    Policies and procedures manuals, if they exist, are often out of date or incomplete. Use these as a starting point, but don’t stop there. Identify the go-to staff members who are well versed in how a process works.

    1.3.3 Document workarounds

    Input

    • Business process flowcharts.
    • List of process dependencies.

    Output

    • Workarounds and alternatives in the event dependencies aren’t available.

    Materials

    • BCP Business Impact Analysis Tool

    Participants

    • BCP Coordinator (facilitates the activity)
    • Pilot Business Unit Manager
    • Business Process Subject Matter Experts (SMEs)

    1.5 hours

    Identify alternatives to critical dependencies to help you create contingency plans.

    1. For each business process, identify known alternatives for each primary dependency. Ignore for the moment how long the workaround or alternate would be feasible.
    2. Record alternatives in the Business Continuity Business Impact Analysis Tool, Processes and Dependencies tab, Alternatives columns (a separate column for each category of dependency):
      • People – Can other staff execute the process steps? (Example: managers can step in if needed.)
      • IT Applications – Is there a manual workaround or other alternative while enterprise technology services are unavailable? (Example: database is down, but data is stored on physical forms.)
      • End-User Devices and Equipment – What alternatives exist to the usual end-user technologies, such as workstations and desk phones? (Example: some staff have cell phones.)
      • Facility Location and Requirements – Is there an alternate location where this work can be conducted? (Example: work from home, or from another building on the campus.)
      • Suppliers and External Services – Is there an alternative source for key suppliers or other external inputs? (Example: find alternate suppliers for key inputs.)
      • Additional Inputs or Requirements – What workarounds exist for additional artifacts that enable process steps (e.g. physical inventory records, control lists)? (Example: if hourly pay information is missing, run the same payroll as the previous run and reconcile once that information is available.)

    Phase 2

    Conduct a BIA to Determine Acceptable RTOs and RPOs

    Phase 2

    2.1 Define an objective impact scoring scale

    2.2 Estimate the impact of downtime

    2.3 Determine acceptable RTO/RPO targets

    Insights & Outcomes

    Assess the impact of business process downtime using objective, customized impact scoring scales. Sort business processes by criticality and by assigning criticality tiers, recovery time, and recovery point objectives.

    Participants

    • BCP Coordinator
    • Pilot Business Unit Manager
    • Business Process SMEs

    Step 2.1

    Define an objective scoring scale

    This step will walk you through the following activities:

    • Identify impact criteria that are relevant to your business.
    • Create a scale that defines a range of impact for relevant criteria.

    This step involves the following participants:

    • BCP Coordinator
    • Pilot Business Unit Manager
    • Expert Business Unit Staff

    In this step, you’ll use these tools and templates:

    Outcomes & Insights

    Define an impact scoring scale relevant to your business, which allows you to more-objectively assess the impact of business process downtime.

    Set appropriate recovery objectives

    Recovery time and recovery point objectives should align with business impact.

    The activities in Phase 2 will help you set appropriate, acceptable recovery objectives based on the business impact of process downtime.

    • The recovery time objective (RTO) and recovery point objective (RPO) are the recovery goals set for individual processes and dependencies to ensure your business unit meets its overall acceptable recovery timeline.

    For example:

    • An RTO of four hours means staff and other required resources must be available to support the business processes within four hours of an incident (e.g. relocate to an alternate worksite if necessary, access needed equipment, log-in to needed systems, get support for completing the process from alternate staff, etc.)
    • An RPO of four hours for a customer database means the most recent secondary copy of the data must never be more than four hours old – e.g. running a backup every four hours or less.

    Conduct a Business Impact Analysis (BIA)

    Create Impact Scoring Scales→Assess the impact of process downtime→Review overall impact of process downtime→Set Criticality Tiers→Set Recovery Time and Recovery Point Objectives

    Create financial impact scales

    Identify maximum cost and revenue impacts to build financial impact scales to measure the financial impact of process downtime.

    Work with the Business Unit Manager and Executive Sponsor to identify the maximum impact in each category to the entire business. Use a worst-case scenario to estimate the maximum for each scale. In the future, you can use this scoring scale to estimate the impact of downtime for other business units.

    • Loss of Revenue: Estimate the upper bound for this figure from the previous year, and divide that by the number of business days in the year. Note: Some organizations may choose to exclude revenue as a category where it won’t be lost (e.g. public-sector organizations).
    • Loss of Productivity: Proxy for lost workforce productivity using payroll numbers. Use the fully loaded payroll for the company, divided by the number of working days in the year as the maximum.
    • Increased Operating Costs: Isolate this to known additional costs resulting from a disruption. Does the interruption itself increase operating costs (e.g. if using timesheets for hourly/contract employees and that information is lost or unavailable, do you assume a full work week)?
    • Financial Penalties: If there are known financial penalties (e.g. due to failure to meet SLAs or other contractual obligations), include those values in your cost estimates.

    Info-Tech Insight

    Cost estimates are like hand grenades and horseshoes: you don’t need to be exact. It’s much easier to get input and validation from other stakeholders when you have estimates. Even weak estimates are far better than a blank sheet.

    Create goodwill, compliance, and safety impact scales

    Create a quantitative, more-objective scoring scale for goodwill, compliance and safety by following the guidance below.

    • Impact on Customers: By default, the customer impact scale is based on the percent of your total customer base impacted. You can also modify this scale to include severity of impact or alter it to identify the maximum number of customers that would be impacted.
    • Impact on Staff: Consider staff that are directly employed by the organization or its subsidiaries.
    • Impact on Business Partners: Which business partners would be affected by a business disruption?
    • Impact on Health & Safety: Consider the extent to which process downtime could increase the risk of the health & safety of staff, customers, and the general public. In addition, degradation of health & safety services should be noted.
    • Impact on Compliance: Set up the scale so that you can capture the impact of any critical regulatory requirements that might not be met if a particular process was down for 24 hours. Consider whether you expect to receive leeway or a grace period from the governance body that requires evidence of compliance.

    Info-Tech Best Practice

    Use just the impact scales that are relevant to your organization.

    Tool: Impact Scoring Scales

    • Define 4-point scoring scales in the BCP business impact analysis tool for a more objective assessment than gut-feel rankings.
    • You don’t need to include every category, if they aren’t relevant to your organization.
    • Refine the scoring scale as needed through the pilot project.
    • Use the same scoring scale for impact analyses with additional business units in the future.

    An image depicting the Business Impact Analysis Tool. A note pointing to the Level of Impact and Direct Cost Impact Scales columns states: Add the maximum cost impacts across each of the four impact scales to the tool. The rest of the scale will auto-populate based on the criteria outlined in the “Level of Impact” column. A note pointing to the column headers states: Change the names of the column headers in this tab. The changes to column headers will populate across the rest of the tool. Indicate exclusions from the scale here. A note pointing to the Goodwill Impact Scales columns reads: Update the Goodwill impact scales. For example, perhaps a critical impact on customers could be defined as “a significant impact on all customers using the organization’s services in a 24-hour period.” A note pointing to the Compliance, Heath and Safety Impact Scales columns reads: Review the compliance and safety impact scales, and update as required.

    Step 2.2

    Estimate the impact of downtime

    This step will walk you through the following activities:

    • Apply the scoring scale developed in step 2.1 to assess the impact of downtime for specific business processes.

    This step involves the following participants:

    • BCP Coordinator
    • Pilot Business Unit Manager
    • Expert Business Unit Staff

    In this step, you’ll use these tools and templates:

    Outcomes & Insights

    Develop an objective view of the impact of downtime for key business processes.

    2.2.1 Estimate the impact of downtime

    1.5 hours

    Input

    • List of business processes, dependencies, and workarounds, all documented in the BIA tool.

    Output

    • Impact of downtime scores for key business unit processes.

    Materials

    • BCP Business Impact Analysis Tool

    Participants

    • BCP Coordinator (facilitates the discussion)
    • Business Process Subject Matter Experts (SMEs)
    • Pilot Business Unit Manager
    1. Print a copy of the Scoring Criteria tab to use as a reference, or have it open on another screen. In tab 3 of the BCP Business Impact Analysis Tool use the drop-down menu to assign a score of 0 to 4 based on levels of impact defined in the Scoring Criteria tab.
    2. Work horizontally across all categories for a single process. This will set a benchmark, familiarize you with the scoring system, and allow you to modify any scoring scales if needed. In general, begin with the process that you know to be most critical.
      • For example, if call center sales operations are down:
        • Loss of Revenue would be the portion of sales revenue generated through the call center. This might score a 2 or 3 depending on the proportion of sales generated through the call center.
        • The Impact on Customers might be a 1 or 2 depending on the extent that existing customers might be using the call center to purchase new products or services.
        • The Legal/Regulatory Compliance and Health or Safety Risk might be a 0.
    3. Next, work vertically across all processes within a single category. This will allow you to compare scores within the category as you create them.

    Tool: Impact Analysis

    • The goal of the exercise is to arrive at a defensible ranking of process criticality, based on the impact of downtime.
    • Make sure participants can see the scores you’re assigning during the exercise (e.g. by writing out the scores on a whiteboard, or displaying the tool on a projector or screen) and can reference the scoring scales tab to understand what the scores mean.
    • Take notes to record the rationale behind the impact scores. Consider assigning note-taking duties to one of the participants.

    An image of the Impact Analysis Tool. A note pointing to the column headings states: Any customized column headings from tab 2, Scoring Criteria are automatically ported to this tab. A note pointing to the Impact on Goodwill columns reads: Score each application across each scoring scale from 0 to 4. Be sure to refer back to the scoring scale defined in tab 2. Have the scoring scale printed out, written on a whiteboard, or displayed on a separate screen. A note pointing to the tool's dropdown boxes states: Score categories using the drop-down boxes. A note pointing to the centre columns reads: Ignore scoring for categories you choose to exclude. You can hide these columns to clean up the tool if needed.

    2.2.2 Sort processes into Criticality Tiers

    30 minutes

    Input

    • Processes, with assigned impact scores (financial impact, goodwill impact, compliance and safety impact).

    Output

    • Business processes sorted into criticality tiers, based on the impact of downtime.

    Materials

    • BCP Business Impact Analysis Tool

    Participants

    • BCP Coordinator (facilitates the discussion)
    • Business Process Subject Matter Experts (SMEs)
    • Pilot Business Unit Manager
    1. In general, consider the Total Impact on Goodwill, Compliance, and Safety first.
      • An effective tactic to start the process is to assign a tier 1 rating to all processes with a Goodwill, Compliance, and Safety score that’s 50% or more of the highest total score, tier 2 where scores are between 25% and 50%, and tier 3 where scores are below 25% (see table below for an example).
      • In step 2.3, you’ll align recovery time objectives with the criticality tiers. So, Tier 1 processes will target recovery before Tier 2 processes, and Tier 2 processes will target recovery before Tier 3 processes.
    2. Next, consider the Total Cost of Downtime.
    • The Total Cost is calculated by the tool based on the Scoring Criteria in tab 2 and the estimates in the BIA.
    • Consider whether the total cost impact justifies changing the criticality rating. “Smoke test” categorization with participants. Are there any surprises (processes more or less critical than expected)?
  • If the categorization doesn’t seem right, check that the scoring scale was applied consistently.
  • Example: Highest total Goodwill, Compliance, and Safety impact score is 18.

    Tier Score Range % of high score
    Tier 1 - Gold 9-18 50-100%
    Tier 2 - Silver 5 to 9 25-50%
    Tier 3 - Bronze 0 to 5 0-25%

    Step 2.3

    Determine acceptable RTO and RPO targets

    This step will walk you through the following activities:

    • Identify acceptable Recovery Time Objectives (RTOs) and Recovery Point Objectives (RPOs) for business processes.

    This step involves the following participants:

    • BCP Coordinator
    • Pilot Business Unit Manager
    • Expert Business Unit Staff

    In this step, you’ll use these tools and templates:

    Outcomes and Insights

    Right-size recovery objectives based on business impact.

    Right-size recovery objectives

    Acceptable RTOs and RPOs must be right-sized to the impact of downtime.

    Rapid recovery typically requires more investment.

    The impact of downtime for most business processes tends to look something like the increasing impact curve in the image to the right.

    In the moments after a disruption, impact tends to be minimal. Imagine, for example, that your organization was suddenly unable to pay its suppliers (don’t worry about the reason for the disruption, for the moment). Chances are, this disruption wouldn’t affect many payees if it lasted just a few minutes, or even a few hours. But if the disruption were to continue for days, or weeks, the impact of downtime would start to spiral out of control.

    In general, we want to target recovery somewhere between the point where impact begins, and the point where impact is intolerable. We want to balance the impact of downtime with the investment required to make processes more resilient.

    Info-Tech Insight

    Account for hard copy files as well as electronic data. If that information is lost, is there a backup? BCP can be the driver to remove the last resistance to paperless processes, allowing IT to apply appropriate data protection.

    Set recovery time objectives and recovery point objectives in the “Debate Space”

    A graph with the X axis labelled as: Increasing downtime/data loss and the Y-axis labelled Increasing Impact. The graph shows a line rising as impact and downtime/data loss increase, with the lowest end of the line (on the left) labelled as minimal impact, and the highest point of the line (on the right) labelled maximum tolerance. The middle section of the line is labelled as the Debate Space, and a note reads: Acceptable RTO/RPO must be between Low Impact and Maximum Tolerance

    2.3.1 Define process-level recovery objectives

    1 hour

    Input

    • Processes, ranked by criticality.

    Output

    • Initial business-defined recovery objectives for each process.

    Materials

    • BCP Business Impact Analysis Tool

    Participants

    • BCP Coordinator (facilitates the discussion)
    • Business Process Subject Matter Experts (SMEs)
    • Pilot Business Unit Manager
    1. Review the “Debate Space” diagram (shown in previous section) with all participants.
    2. Ask business participants for each process: how much downtime is tolerable, acceptable, or appropriate? How much data loss is tolerable?
      • If participants aren’t yet comfortable setting recovery objectives, identify the point at which downtime and data loss first becomes noticeable and the point at which downtime and data loss becomes intolerable.
      • Choose an RTO and RPO for each process that falls within the range set by these two extremes.

    RTOs and RPOs are business-defined, impact-aligned objectives that you may not be able to achieve today. It may require significant investments of time and capital to enable the organization to meet RTO and RPO.

    2.3.2 Align RTOs within and across criticality tiers

    1 hour

    Input

    • Results from pilot BCP impact analysis.

    Output

    • Initial business-defined recovery objectives for each process.

    Materials

    • BCP Business Impact Analysis Tool
    • Whiteboard/ flipchart

    Participants

    • BCP Coordinator
    • BCP Project Sponsor
    • Business Process Subject Matter Experts (SMEs)
    • Pilot Business Unit Manager (optional)

    Set a range for RTO for each Tier.

    1. Start with your least critical/Tier 3 processes. Use the filter in the “Criticality Rating” column in the Impact Analysis tab of the BIA tool to show only Tier 3 processes.
      • What range of RTOs did the group assign for processes in this Tier? Does the group agree that these targets are appropriate for these processes?
      • Record the range of RTOs on the whiteboard or flipchart.
    2. Next, look at Tier 2 processes. Use the same filter to show just Tier 2 processes.
      • Record the range of RTOs, confirm the range with the group, and ensure there’s no overlap with the Tier 3 range.
      • If the RTOs in one Tier overlap with RTOs in another, you’ll need to adjust RTOs or move processes between Tiers (if the impact analysis justifies it).
    Tier RTO
    Tier 1 4 hrs- 24 hrs
    Tier 2 24 hrs - 72 hrs
    Tier 3 72 hrs - 120 hrs

    Phase 3

    Document the Recovery Workflow and Projects to Close Gaps

    3.1 Determine current recovery procedures

    3.2 Identify and prioritize projects to close gaps

    3.3 Evaluate business continuity site and command center options

    Insights & Outcomes

    Outline business recovery processes. Highlight gaps and risks that could hinder business recovery. Brainstorm ideas to address gaps and risks. Review alternate site and business relocation options.

    Participants

    • BCP Coordinator
    • Pilot Business Unit Manager
    • Business Process SMEs

    Step 3.1

    Determine current recovery procedures

    This step will walk you through the following activities:

    • Create a step-by-step, high-level recovery workflow.
    • Highlight gaps and risks in the recovery workflow.
    • Test the workflow against multiple scenarios.

    This step involves the following participants:

    • BCP Coordinator
    • Crisis Management Team
    • Pilot Business Unit Manager
    • Expert Business Unit Staff

    In this step, you’ll use these tools and templates:

    Outcomes & Insights

    Establish steps required for business recovery and current recovery timelines.

    Identify risks & gaps that could delay or obstruct an effective recovery.

    Conduct a tabletop planning exercise to draft business recovery plans

    Tabletop exercises are the most effective way to test and increase business confidence in business recovery capabilities.

    Why is tabletop planning so effective?

    • It enables you play out a wider range of scenarios than technology-based testing (e.g. full-scale, parallel) due to cost and complexity factors.
    • It is non-intrusive, so it can be executed more frequently than other testing methodologies.
    • It provides a thorough test of your recovery workflow since the exercise is, essentially, paper-based.
    • After you have a BCP in place, this exercise can continue to be a valuable testing exercise for BCP to capture changes in your recovery process.

    A graph titled: Tabletop planning had the greatest impact on respondent confidence in meeting recovery objectives. The graph shows that the relative importance of Tabletop Planning is 57%, compared to 33% for Unit Testing, 3% for Simulation Testing, 6% for Parallel Testing, and 2% for Full-Scale Testing. The source for the graph is Info-Tech Research Group.

    Step 2 - 2 hours
    Establish command center.

    Step 2: Risks

    • Command center is just 15 miles away from primary site.

    Step 2: Gaps

    • Confirm what’s required to set up the command center.
    • Who has access to the EOC?
    • Does the center have sufficient bandwidth, workstations, phones, telephone lines?

    3.1.1 Choose a scenario for your first tabletop exercise

    30 minutes

    Input

    • List of past incidents.
    • Risks to business continuity that are of high concern.

    Output

    • Scenario for the tabletop exercise.

    Materials

    • N/A

    Participant

    • BCP Coordinator (facilitates the exercise)
    • Business Process Subject Matter Experts (SMEs)
    • Pilot business unit manager

    At the business unit level, the goal is to define a plan to resume business processes after an incident.

    A good scenario is one that helps the group focus on the goal of tabletop planning – to discuss and document the steps required to recover business processes. We suggest choosing a scenario for your first exercise that:

    • Disrupts many process dependencies (i.e. facilities, staff, IT services, suppliers).
    • Does not result in major property damage, harm, or loss of life. Business resumption is the focus of this exercise, not emergency response.
    • Has happened in the past, or is of concern to the business.

    An example: a gas leak at company HQ that requires the area to be cordoned off and power to be shut down. The business must resume processes from another location without access to materials, equipment, or IT services at the primary location.

    A plan that satisfies the gas leak scenario should meet the needs of other scenarios that affect your normal workspace. Then use BCP testing to validate that the plan meets a wider range of incidents.

    3.1.2 Define the BCP activation process

    1 hour

    Input

    • Any existing crisis management, incident response or emergency response plans.
    • BC Scenario.

    Output

    • High level incident notification, assessment, and declaration workflow.

    Materials

    • Cue cards, sticky notes, whiteboard and markers, or Visio template.

    Participants

    • BCP Coordinator
    • Crisis Management Team (if one exists)
    • Business Process SMEs
    • Pilot Business Unit Manager

    Answer the questions below to structure your notification, assessment, and BCP activation procedures.

    Notification

    How will you be notified of a disaster event? How will this be escalated to leadership? How will the team responsible for making decisions coordinate (if they can’t meet on-site)? What emergency response plans are in place to protect health and safety? What additional steps are involved if there’s a risk to health and safety?

    Assessment

    Who’s in charge of the initial assessment? Who may need to be involved in the assessment? Who will coordinate if multiple teams are required to investigate and assess the situation? Who needs to review the results of the assessment, and how will the results of the assessment be communicated (e.g. phone bridge, written memo)? What happens if your primary mode of communication is unavailable (e.g. phone service is down)?

    Declaration

    Who is responsible today for declaring a disaster and activating business continuity plans? What are the organization’s criteria for activating continuity plans, and how will BCP activation be communicated? Establish a crisis management team to guide the organization through a wide range of crises by Implementing Crisis Management Best Practices.

    3.1.3 Document the business recovery workflow

    1 hour

    Input

    • Pilot BIA.
    • Any existing crisis management, incident response, or emergency response plans.
    • BC Scenario

    Output

    • Outline of your BCP declaration and business recovery plan.

    Materials

    • Cue cards, sticky notes, whiteboard and markers, or Visio template.

    Participants

    • BCP Coordinator (facilitates the exercise)
    • Business Process Subject Matter Experts (SMEs)
    • Pilot Business Unit Manager

    Do the following:

    1. Create separate flows for facility, IT, and staff disruptions. Include additional workflows as needed.
      • We suggest you outline the recovery process at least to the point where business processes are restored to a minimum viable functional level.
    2. On white cue cards:
      1. Record the step.
      2. Indicate the task owner.
      3. Estimate how long the step will take.
    3. On yellow cue cards, document gaps in people, process, and technology requirements to complete the step.
    4. On red cue cards, indicate risks (e.g. no backup person for a key staff member).

    Info-Tech Best Practice

    Tabletop planning is most effective when you keep it simple.

    • Be focused; stay on task and on time.
    • Revisit each step and record risks and mitigation strategies.
    • Discuss each step from start to finish.
    • Revise the plan with key task owners.
    • Don’t get weighed down by tools.
    • Simple tools, like cue cards or whiteboards, can be very effective.

    Tool: BCP Recovery Workflow

    Document the steps you identified in the tabletop to create your draft recovery workflow.

    Why use a flowchart?

    • Flowcharts provide an at-a-glance view, are ideal for crisis scenarios where pressure is high and effective, and where timely communication is necessary.
    • For experienced managers and staff, a high-level reminder of process flows or key steps is sufficient.
    • Where more detail is required, include links to supporting documentation (which could include checklists, vendor documentation/contracts, other flowcharts, etc.)

    Create one recovery workflow for all scenarios.

    Traditional planning calls for separate plans for different “what-if” scenarios. This is challenging not just because it’s a lot more documentation – and maintenance – but because it’s impossible to predict every possible incident. Use the template, aligned to recovery of process dependencies, to create one recovery workflow for each business unit that can be used in and tested against different scenarios.

    Download Info-Tech’s BCP Recovery Workflow Example

    "We use flowcharts for our declaration procedures. Flowcharts are more effective when you have to explain status and next steps to upper management." – Assistant Director-IT Operations, Healthcare Industry

    "Very few business interruptions are actually major disasters. It’s usually a power outage or hardware failure, so I ensure my plans address ‘minor’ incidents as well as major disasters."- BCP Consultant

    3.1.4 Document achievable recovery metrics (RTA/RPA)

    30 minutes

    Input

    • Pilot BCP BIA.
    • Draft recovery workflow.

    Output

    • RTA and RPA for each business process.

    Materials

    • Pilot BCP BIA.

    Participants

    • BCP Coordinator (facilitates the exercise)
    • Business Process Subject Matter Experts (SMEs)
    • Pilot Business Unit Manager

    Add the following data to your copy of the BCP Business Impact Analysis Tool.

    1. Estimate the recovery time achievable (RTA) for each process based on the required time for the process to be restored to a minimum acceptable functional level. Review your recovery workflow to identify this timeline. For example, if the full process from notification, assessment, and declaration to recovery and relocation would take a full day, set the RTA to 24 hours.
    2. Estimate the recovery point achievable (RPA) for each process based on the maximum amount of data that could be lost. For example, if data on a particular system is backed up offsite once per day, and the onsite system was destroyed just before that backup began, the entire day’s data could be lost and the achievable RPO is 24 hours. Note: Enter a value of 9999 to indicate that data is unrecoverable.

    Info-Tech Insight

    Operating at a minimum acceptable functional level may not be feasible for more than a few days or weeks. Develop plans for immediate continuity first, then develop further plans for long-term continuity processes as required. Recognize that for longer term outages, you will evolve your plans in the crisis to meet the needs of the situation.

    3.1.5 Test the workflow of other scenarios

    1 hour

    Input

    • Draft recovery workflow.

    Output

    • Updated draft recovery workflow.

    Materials

    • Draft recovery workflow.
    • Projector or screen.

    Participants

    • BCP Coordinator (facilitates the exercise)
    • Business Process Subject Matter Experts (SMEs)
    • Pilot Business Unit Manager

    Work from and update the soft copy of your recovery workflow.

    1. Would any steps change if the scenario changes? If yes, capture the different flow with a decision diamond. See the example Recovery Workflow for a workflow that uses decision diamonds. Identify any new gaps or risks you encounter with red and yellow cards.
    2. Make sure the decision diamonds are as generalized as possible. For example, instead of creating a separate response plan for each scenario that would require you to relocate from your existing building, create one response plan for relocation and one response plan for remaining in place.
    3. See the next section for some examples of different types of scenarios that you may include in your recovery workflow.

    Info-Tech Insight

    Remember that health and safety risks must be dealt with first in a crisis. The business unit recovery workflow will focus on restoring business operations after employees are no longer at risk (e.g. the risk has been resolved or employees have been safely relocated). See Implement Crisis Management Best Practices for ideas on how to respond to and assess a wide range of crises.

    Not all scenarios will have full continuity plans

    Risk management is a business decision. Business continuity planning can help decision makers understand and decide on whether to accept or mitigate high impact, low probability risks.

    For some organizations, it’s not practical or possible to invest in the redundancy that would be necessary to recover in a timely manner from certain major events.

    Leverage existing risk management practices to identify key high impact events that could present major business continuity challenges that could cause catastrophic disruptions to facility, IT, staffing, suppliers, or equipment. If you don’t have a risk register, review the scenarios on the next slide and brainstorm risks with the working group.

    Work through tabletop planning to identify how you might work through an event like this, at a high level. In step 3.2, you can estimate the effort, cost, and benefit for different ideas that can help mitigate the damage to the business to help decision makers choose between investment in mitigation or accepting the risk.

    Document any scenarios that you identify as outside the scope of your continuity plans in the “Scope” section of your BCP Summary document.

    For example:

    A single location manufacturing company is creating a BCP.

    The factory is large and contains expensive equipment; it’s not possible to build a second factory for redundancy. If the factory is destroyed, operations can’t be resumed until the factory is rebuilt. In this case, the BCP outlines how to conduct an orderly business shutdown while the factory is rebuilt.

    Contingency planning to resume factory operations after less destructive events, as well as a BCP for corporate services, is still practical and necessary.

    Considerations for other BCP scenarios

    Scenario Type Considerations
    Local hazard (gas leak, chemical leak, criminal incident, etc.)
    • Systems might be accessible remotely, but hands-on maintenance will be required eventually. “Work from home” won’t be a long-term solution.
    • An alternate site is required for service continuity. Can be within normal commuting distance.
    Equipment/building damage (fire, roof collapse, etc.)
    • Equipment will need repair or replacement (vendor involvement).
    • An alternate site is required for service continuity. Can be nearby.
    Regional natural disasters
    • Utilities may be affected (power, running water, etc.).
    • Expect staff to take care of their families first before work.
    • A geographically distant alternate site is required for service continuity.
    Supplier failure (IT provider outage, disaster at supplier, etc.)
    • Service-level agreements are important to establish recovery timelines. Review contracts and master services agreements.
    Staff (lottery win, work stoppage, pandemic/quarantine)
    • Staff are suddenly unavailable. Expect that no warm handoff to alternates is possible and that time to ramp up on the process is accounted for.
    • In a pandemic scenario, work from home, remote toolsets, and digital/contactless workflows become critical.

    Step 3.2

    Identify and prioritize projects to close gaps

    This step will walk you through the following activities:

    • Brainstorm solutions to identified gaps and risks.
    • Prioritize projects and action items to close gaps and risks.
    • Assess the impact of proposed projects on the recovery workflow.

    This step involves the following participants:

    • BCP Coordinator
    • Pilot Business Unit Manager
    • Expert Business Unit Staff

    In this step, you’ll use these tools and templates:

    Outcomes & Insights

    Identify and prioritize projects and action items that can improve business continuity capabilities.

    3.2.1 Brainstorm solutions to address risks and gaps

    1 hour

    Input

    • Draft recovery workflow.
    • Known continuity risks and gaps.

    Output

    • Ideas for action items and projects to improve business continuity.

    Materials

    • Flipchart

    Participants

    • BCP Coordinator (facilitates the exercise)
    • Business Process Subject Matter Experts (SMEs)
    • Pilot Business Unit Manager
    1. Review each of the risk and gap cards from the tabletop exercise.
    2. As a group, brainstorm ideas to address gaps, mitigate risks, and improve resiliency. Write the list of ideas on a whiteboard or flip chart paper. The solutions can range from quick-wins and action items to major capital investments. The following slides can help you seed ideas to support brainstorming and idea generation.

    Info-Tech Best Practice

    Try to avoid debates about feasibility at this point. The goal is to get ideas on the board.

    When you’re brainstorming solutions to problems, don’t stop with the first idea, even if the solution seems obvious. The first idea isn’t always the best or only solution – other ideas can expand on it and improve it.

    Step 4: No formal process to declare a disaster and invoke business continuity.

    Step 7: Alternate site could be affected by the same regional event as the main office.

    Step 12: Need to confirm supplier service-level agreements (SLAs).

    1. Continue to create BCP documentation.
    2. Identify a third location for regional disasters.
    3. Contact suppliers to confirm SLAs and validate alignment with RTOs/RPOs.
    4. Add BCP requirements collection to service procurement process?

    Discuss your remote work capabilities

    With COVID-19, most organizations have experience with mass work-from-home.

    Review the following case studies. Do they reflect your experience during the COVID-19 pandemic?

    Unacceptable risk

    • A small insurance company provided laptops to staff so they could work remotely.
    • Complication: Cheque and print stock is a dependency and no plan was made to store check stock offsite in a secure fashion.

    Key dependencies missing

    • A local government provided laptops to key staff so they could work remotely.
    • Complication: The organization didn’t currently own enough Citrix licenses for every user to be online concurrently.

    Unable to serve customers

    • The attestation and land services department of a local government agency provided staff with remote access to key apps.
    • Complication: Their most critical business processes were designed to be in-person – they had no plan to execute these processes from home.

    Consider where your own work-from-home plans fell short.

    • Were your collaboration and communication solutions too difficult for users to use effectively?
    • Did legacy infrastructure affect performance or limit capabilities? Were security concerns appropriately addressed?
    • What challenges did IT face supporting business users on break-fix and new requests?
    • Were there logistical needs (shipping/receiving, etc.) that weren’t met?
    • Develop an updated plan to support work-from-home using Info-Tech’s BCP Relocation Checklists and Home Office Survey template, and integrate these into your overall BCP documentation. Stakeholders can easily appreciate the value of this plan since it’s relevant to recent experience.

    Identify opportunities to improve continuity plans

    What gaps in your continuity response could be addressed with better planning?

    People

    • Alternates are not identified
    • Roles in a disaster are not formalized
    • No internal/external crisis comm. strategy

    Site & Facilities

    • No alternate place of business or command center identified
    • No formal planning or exercises to test alternate site viability

    • Identify a viable secondary site and/or work-from-home plan, and develop a schedule for testing activities. Review in Step 3.3 of the Develop a Business Continuity Plan blueprint.

    External Services & Suppliers

    • Contingency plans for a disruption not planned or formalized
    • No formal review of service-level agreements (SLAs)

    • Contact key suppliers and vendors to establish SLAs, and ensure they meet requirements.
    • Review supplier continuity plans.

    Technology & Physical Assets

    • No secondary site or redundancy for critical IT systems
    • No documented end-to-end IT DR plan

    Tool: BCP Project Roadmap

    Prioritize and visualize BCP projects to present options to decision makers.

    Not all BCP projects can be tackled at once. Enable decision makers to defer, rather than outright reject, projects that aren’t feasible at this time.

    1. Configure the tool in Tab 1. Setup. Adjust criteria and definitions for criteria. Note that shaded columns are required for reporting purposes and can’t be modified.
    2. Add projects and action items in Tab 2. Data Entry. Fields highlighted in red are all required for the dashboard to populate. All other fields are optional but will provide opportunities to track more detailed data on project ideas.
    3. To generate the dashboard in Tab 3. Roadmap, open the Data ribbon and under Queries and Connections click Refresh All. You can now use the slicers on the right of the sheet.

    Download Info-Tech’s BCP Project Roadmap Tool

    Demonstrate BCP project impacts

    Illustrate the benefits of proposed projects.

    1. Review your recovery workflow.
    2. Make updates to a second copy of the high-level outline to illustrate how the business response to a disaster scenario will change once proposed projects are complete.
    • Remove steps that have been made unnecessary.
    • Remove any risks or gaps that have been mitigated or addressed.
    • Verify that proposed projects close gaps between acceptable and achievable recovery capabilities in the BIA tool.
  • The visual impact of a shorter, less-risky recovery workflow can help communicate the benefits of proposed projects to decision makers.
  • Step 3.3

    Evaluate business continuity site and command center options

    This step will walk you through the following activities:

    • Take a deep dive on the requirements for working from an alternate location.
    • Assess different options for an alternate location.

    This step involves the following participants:

    • BCP Coordinator
    • Pilot Business Unit Manager
    • Expert Business Unit Staff

    In this step, you’ll use these tools and templates:

    Outcomes & Insights

    Identify requirements for an alternate business site.

    Tool: Relocation Checklists

    An alternate site could be another company building, a dedicated emergency operations center, or work-from-home. Use this tool to guide and prepare for any relocation exercise.

    • Coordinate your response with the pre-populated checklists in Tabs 1 & 2, identify who’s responsible for items on the checklists, and update your recovery workflows to reflect new steps. When reviewing the checklist, consider what can be done to prepare ahead of a crisis.
      • For example, you may wish to create crisis communication templates to streamline crisis communications during a disaster.
    • Calculate the effort required to provision equipment for relocated users in Tabs 3 & 4.
    • Evaluate your options for alternate sites with the requirements matrix in Tab 5. Use your evaluation to identify how the organization could address shortcomings of viable options either ahead of time or at the time of an incident.

    Download Info-Tech’s BCP Relocation Checklists

    Create a checklist of requirements for an alternate site

    Leverage the roll-up view, in tab 3, of dependencies required to create a list of requirements for an alternate site in tab 4.

    1. The table on Tab 5 of the relocation checklists is pre-populated with some common requirements. Modify or replace requirements to suit your needs for an alternate business/office site. Be sure to consider distance, transportation, needed services, accessibility, IT infrastructure, security, and seating capacity at a minimum.
    2. Don’t assume. Verify. Confirm anything that requires permissions from the site owner. What network providers have a presence in the building? Can you access the site 24/7 and conduct training exercises? What facilities and services are available? Are you guaranteed the space if needed?

    "There are horror stories about organizations that assumed things about their alternate site that they later found out they weren’t true in practice." – Dr. Bernard Jones, MBCI CBCP

    Info-Tech Insight

    If you choose a shared location as a BCP site, a regional disaster may put you in competition with other tenants for space.

    Identify a command center

    For command center and alternate worksite selection, remember that most incidents are local and short term. Identify an onsite and an offsite command center.

    1. For events where the building is not compromised, identify an onsite location, ideally with remote conferencing capabilities and planning and collaboration tools (projectors, whiteboards, flipcharts). The onsite location can also be used for BCM and crisis management meetings. Remember, most business continuity events are not regional or massively destructive.
    2. For the offsite command center, select a location that is sufficiently far away from your normal business location to maintain separation from local incidents while minimizing commute time. However, consider a geographically distant option (e.g. more than 50 miles away) identified for those scenarios where it is a regional disaster, or plan to leverage online tools to create a virtual command center (see the Insight box below).
    3. The first members of the Emergency Response Team to be notified of the incident will determine which location to use or whether a third alternative is required.

    Info-Tech Insight

    For many organizations, a dedicated command center (TVs on the wall, maps and charts in filing cabinets) isn’t necessary. A conference bridge and collaboration tools allowing everyone to work remotely can be an acceptable offsite command center as long as digital options can meet your command center requirements.

    Create a plan for a return to normal

    Operating in continuity mode for an extended period of time tends to result in higher costs and reduced business capabilities. It’s important to restore normal operations as soon as possible.

    Advance planning can minimize risks and delays in returning to normal operations.

    Leverage the methodology and tools in this blueprint to define your return to normal (repatriation) procedures:

    1. Repeat the tabletop planning exercise to determine the repatriation steps and potential gaps. How will you return to the primary site from your alternate site? Does data need to be re-entered into core systems if IT services are down? Do you need to transfer job duties back to primary staff?
    2. What needs to be done to address the gaps in the return to normal workflow? Are there projects or action items that could make return to normal easier?

    For more on supporting a business move back to the office from the IT perspective, see Responsibly Resume IT Operations in the Office

    Potential business impacts of ongoing operations at a failover site

    • The cost of leasing alternate business worksites.
    • Inability to deliver on strategic initiatives while in emergency/interim operations mode, resulting in lost business opportunities.
    • A growing backlog of work that falls outside of emergency operations mode.
    • Travel and accommodation costs if the alternate site is geographically remote.
    • Additional vendor licensing and contract costs.

    Phase 4

    Extend the Results of the Pilot BCP and Implement Governance

    Phase 4

    4.1 Consolidate BCP pilot insights to support an overall BCP project plan

    4.2 Outline a business continuity management (BCM) program

    4.3 Test and maintain your BCP

    Insights & Outcomes

    Summarize and consolidate your initial insights and documentation. Create a project plan for overall BCP. Identify teams, responsibilities, and accountabilities, and assign documentation ownership. Integrate BCP findings in DR and crisis management practices. Set guidelines for testing, plan maintenance, training, and awareness.

    Participants

    • BCP Coordinator
    • Pilot Business Unit Manager
    • BCP Executive Sponsor

    Step 4.1

    Consolidate BCP pilot insights to support an overall BCP project plan

    This step will walk you through the following activities:

    • Summarize and consolidate outputs and key insights from the BCP pilot.
    • Identify outputs from the pilot that can be re-used for the overall BCP.
    • Create a project charter for an overall BCP.

    This step involves the following participants:

    • BCP Coordinator
    • Pilot Business Unit Manager
    • BCP Executive Sponsor

    In this step, you’ll use these tools and templates:

    Outcomes & Insights

    Present results from the pilot BCP, and outline how you’ll use the pilot process with other business units to create an overall continuity program.

    Structure the overall BCP program.

    Template: BCP Pilot Results Presentation

    Highlight key findings from the BCP pilot to make the case for next steps.

    • Highlight critical gaps or risks identified, any potential process improvements, and progress made toward improving overall BCP maturity through the pilot project. Summarize the benefits of the pilot project for an executive audience.
    • Review process recovery objectives (RTO/RPO). Provide an overview of recovery capabilities (RTA/RPA). Highlight any significant gaps between objectives and capabilities.
    • Propose next steps, including an overall BCP project and program, and projects and action items to remediate gaps and risks.
    • Develop a project plan to estimate resource requirements for an overall BCP project prior to delivering this presentation. Quantifying required time and resources is a key outcome as it enables the remaining business units to properly scope and resource their BCP development activities and can help managers overcome the fear of the unknown.

    Download Info-Tech’s BCP Pilot Results Presentation

    Tool: BCP Summary

    Sum up information from completed BCP documents to create a high-level BCP overview for auditors and executives.

    The BCP Summary document is the capstone to business unit continuity planning exercises. It consolidates your findings in a short overview of your business continuity requirements, capabilities, and maintenance procedures.

    Info-Tech recommends embedding hyperlinks within the Summary to the rest of your BCP documentation to allow the reader to drill down further as needed. Leverage the following documents:

    • Business Impact Analysis
    • BCP Recovery Workflows
    • Business Process Workflows
    • BCP Project Roadmap
    • BCP Relocation Checklists
    • Business Continuity Policy

    Download Info-Tech’s BCP Summary Document

    Reuse templates for additional exercises

    The same methodology described in this blueprint can be repeated for each business unit. Also, many of the artifacts from the BCP pilot can be reused or built upon to give the remaining business units a head start. For example:

    • BCP Pilot Project Charter Template. Make a copy to use as a base for the next business unit’s BCP project charter, and update the stakeholders/roles and milestone dates. The rest of the content can remain the same in most cases.
    • BCP Reference Workbook. This tool contains information common to all business units and can be updated as needed.
    • BCP Business Impact Analysis Tool. You may need to start a separate copy for each business unit to allow enough space to capture all business processes. However, use the same scoring scale to drive consistent assessments. In addition, the scoring completed by the pilot business unit provides an example and benchmark for assessing other business processes.
    • BCP Recovery Workflow. The notification, assessment, and declaration steps can be standardized so remaining business units can focus primarily on recovery after a disaster is declared. Similarly, many of the steps related to alternate sites and IT workarounds will also apply to other business units.
    • BCP Project Roadmap Tool. Many of the projects identified by the pilot business unit will also apply to other business units – update the list as needed.
    • The Business Unit BCP Prioritization Tool, BCP Executive Presentation, and Business Continuity Policy Template do not need to be updated for each business unit.

    Info-Tech Best Practice

    You may need to create some artifacts that are site specific. For example, relocation plans or emergency plans may not be reusable from one site to another. Use your judgement to reuse as much of the templates as you can – similar templates simplify audit, oversight, and plan management.

    Create an Overall BCP Project Charter

    Modify the pilot project charter to encompass the larger BCP project.

    Adjust the pilot charter to answer the following questions:

    • How much time and effort should the rest of the project take, based on findings from the pilot? When do you expect to meet certain milestones? What outputs and outcomes are expected?
    • In what order should additional business units complete their BCP? Who needs to be involved?
    • What projects to address continuity gaps were identified during the pilot? What investments will likely be required?
    • What additional documentation is required? This section and the appendix include templates to document your BCM Policy, Teams & Contacts, your notification procedures, and more.
    • How does this integrate with the other areas of business resilience and continuity (IT disaster recovery planning and crisis management planning)?
    • What additional activities, such as testing, are required?

    Prioritize business units for further BCP activities.

    As with the pilot, choose a business unit, or business units, where BCP will have the greatest impact and where further BCP activities will have the greatest likelihood of success. Prioritize business units that are critical to many areas of the business to get key results sooner.

    Work with one business unit at a time if:

    • Required resources from the business unit are available to focus on BCP full-time over a short period (one to two weeks).
    • More hands-on guidance (less delegation) is needed.
    • The business unit is large or has complex processes.

    Work with several business units at the same time if:

    • Required resources are only available sporadically over a longer period of time.
    • Less guidance (more delegation) is possible.
    • All business units are small and have well-documented processes.

    Download Info-Tech’s Business Unit BCP Prioritization Tool

    Step 4.2

    Outline a Business Continuity Management (BCM) Program

    This step will walk you through the following activities:

    • Identify teams and roles for BCP and business continuity management.
    • Identify individuals to fill key roles.

    This step involves the following participants:

    • BCP Coordinator
    • Executive Sponsor

    In this step, you’ll use these tools and templates:

    Outcomes & Insights

    Document BCP teams, roles, and responsibilities.

    Document contact information, alternates, and succession rules.

    Outline a Business Continuity Management Program

    A BCM program, also known as a BCM system, helps structure business continuity activities and practices to deliver long-term benefits to your business.

    A BCM program should:

    • Establish who is responsible and accountable for BCP practices, activities, and documentation, and set documentation management practices.
    • Define a process to improve plans. Review and update continuity requirements, suggest enhancements to recovery capabilities, and measure progress and improvements to the plan over time.
    • Coordinate disaster recovery, business continuity, and crisis management planning outputs and practices.
    • Communicate the value of the continuity program to the organization.

    Develop a Business Continuity Management Program

    Phase 4 of this blueprint will focus on the following elements of a business continuity management program:

    • BCM Roles, Responsibilities, and Accountabilities
    • BCM Document Management Practices
    • Integrate BC, IT DR, Crisis Management, and Emergency Management
    • Business Continuity Plan maintenance and testing
    • Training and awareness

    Schedule a call with an Info-Tech Analyst for help building out these core elements, and for advice on developing the rest of your BCM program.

    Create BCM teams

    Include a mix of strong leaders and strong planners on your BC management teams.

    BC management teams (including the secondary teams such as the emergency response team) have two primary roles:

    1. Preparation, Planning, and Governance: Conduct and consolidate business impact analyses. Review, and support the development of recovery workflows, including emergency response plans and business unit recovery workflows. Organize testing and training. Report on the state of the continuity plan.
    2. Leadership During a Crisis: Coordinate and support the execution of business recovery processes. To meet these goals, each team needs a mix of skill sets.

    Crisis leaders require strong crisis management skills:

    • Ability to make quick decisions under pressure with incomplete information.
    • Excellent verbal communication skills.
    • Strong leadership skills. Calm in stressful situations.
    • Team leaders are ideally, but not necessarily, those with the most senior title on each team. It’s more important that the team leader has the appropriate skill set.

    Collectively, the team must include a broad range of expertise as well as strong planning skills:

    • Diverse expertise to be able to plan for and respond to a wide range of potential incidents, from health and safety to reputational damage.
    • Excellent organizational skills and attention to detail.
    • Excellent written communication skills.

    Note: For specific BC team roles and responsibilities, including key resources such as Legal, HR, and IT SMEs required to prepare for and execute crisis management plans, see Implement Crisis Management Best Practices.

    Structure the BCM Team

    Create a hierarchy of teams to govern and coordinate business continuity planning and crisis management.

    BCM Team: Govern business continuity, DR, and crisis management planning. Support the organization’s response to a crisis, including the decision to declare a disaster or emergency.

    Emergency Response Teams: Assist staff and BC teams during a crisis, with a focus first on health and safety. There’s usually one team per location. Develop and maintain emergency response plans.

    Emergency Response Teams: Assist staff and BC teams during a crisis, with a focus first on health and safety. There’s usually one team per location. Develop and maintain emergency response plans.

    IT Disaster Recovery Team: Manage the recovery of IT services and data following an incident. Develop and maintain the IT DRP.

    Business Unit BCP Teams: Coordinate business process recovery at the business unit level. Develop and maintain business unit BCPs.

    “Planning Mode”

    Executive Team → BC Management Team ↓

    • Emergency Response Teams (ERT)
    • Crisis Management Team
    • IT DR Management Team
    • Business Unit BCP Teams

    “Crisis Mode”

    Executive Team ↔Crisis Management Team↓ ↔ Emergency Response Teams (ERT)

    • BC Management Team
    • IT DR Management Team
    • Business Unit BCP Teams

    For more details on specific roles to include on these teams, as well as more information on crisis management, review Info-Tech’s blueprint, Implement Crisis Management Best Practices.

    Tool: BCM Teams, Roles, Contacts, and Vendors

    Track teams, roles, and contacts in this template. It is pre-populated with roles and responsibilities for business continuity, crisis management, IT disaster recovery, emergency response, and vendors and suppliers critical to business operations.

    • Expect overlap across teams. For example, the BC Management Team will include representation from each secondary team to ensure plans are in sync. Similarly, both the Crisis Communication Team and BC Management Team should include a representative from your legal team to ensure legal issues are considered in communications as well as overall crisis management.
    • Clarify spending and decision authority for key members of each team during a crisis.

    Track contact information in this template only if you don’t have a more streamlined way of tracking it elsewhere.

    Download Info-Tech’s Business Continuity Teams and Roles Tool

    Manage key vendors

    Review supplier capabilities and contracts to ensure they meet your requirements.

    Suppliers and vendors might include:

    • Material shipments
    • IT/telecoms service providers
    • Integrators and business process outsourcing providers
    • Independent contractors
    • Utilities (power, water, etc.)

    Supplier RTOs and RPOs should align with the acceptable RTOs and RPOs defined in the BIA. Where they do not, explore options for improvement.

    Confirm the following:

    1. The supplier’s own BC/DR capabilities – how they would recover their own operations in a disaster scenario.
    2. Any continuity services the supplier provides – how they can help you recover your operations in a disaster scenario.
    3. Their existing contractual obligations for service availability (e.g. SLAs).

    Download Info-Tech’s BCP Supplier Evaluation Questionnaire

    Organize your BCMS documentation

    Your BCP isn’t any one document. It’s multiple documents that work together.

    Continue to work through any additional required documentation. Build a repository where master copies of each document will reside and can be updated as required. Assign ownership of document management to someone with an understanding of the process (e.g. the BCP Coordinator).

    Governance Recovery
    BCMS Policy BCP Summary Core BCP Recovery Workflows
    Business Process Workflows Action Items & Project Roadmap BCP Recovery Checklists
    BIA Teams, Roles, Contact Information BCP Business Process Workarounds and Recovery Checklists
    BCP Maturity Scorecard BCP Project Charter Additional Recovery Workflows
    Business Unit Prioritization Tool BCP Presentation

    Info-Tech Best Practice

    Recovery documentation has a different audience, purpose, and lifecycle than governance documentation, and keeping the documents separate can help with content management. Disciplined document management keeps the plan current and accessible.

    Align your IT DRP with your BCP

    Use the following BCP outputs to inform your DRP:

    • Business process technology dependencies. This includes technology not controlled by IT (e.g. cloud-based services).
    • RTOs and RPOs for business processes.
    • Technology projects identified by the business to improve resilience (e.g. improved mobility support).
    PCP Outputs DRP Activities
    Business processes defined Identify critical applications

    Dependencies identified:

    • People
    • Enterprise tech
    • Personal devices
    • Workspace and facilities
    • Services and other inputs

    Identify IT dependencies:

    • Infrastructure
    • Secondary applications

    Recovery objectives defined:

    • BIA and RTOs/RPOs
    • Recovery workflows

    Identify recovery objectives:

    • BIA and RTOs/RPOs
    • IT Recovery workflows

    Projects identified to close gaps:

    • Resourcing changes (e.g. training secondary staff)
    • Process changes (e.g. optimize processes and define interim processes)
    • Technology changes (e.g. improving mobility)

    Identify projects to close gaps:

    • Projects to improve DR capability (e.g. data replication, standby systems).
    • Projects to improve resiliency (e.g. redundant components)

    Info-Tech Insight

    Don’t think of inconsistencies between your DRP and BCP as a problem. Discrepancies between the plans are part of the discovery process, and they’re an opportunity to have a conversation that can improve alignment between IT service capabilities and business needs. You should expect that there will be discrepancies – managing discrepancies is part of the ongoing process to refine and improve both plans.

    Schedule activities to keep BC and DR in sync

    BC/DR Planning Workflow

    1. Collect BCP outputs that impact IT DRP (e.g. technology RTOs/RPOs).

    2. As BCPs are done, BCP Coordinator reviews outputs with IT DRP Management Team.

    3. Use the RTOs/RPOs from the BCPs as a starting point to determine IT recovery plans.

    4. Identify investments required to meet business-defined RTOs/RPOs, and validate with the business.

    5. Create a DR technology roadmap to meet validated RTOs/RPOs.

    6. Review and update business unit BCPs to reflect updated RTOs/RPOs.

    Find and address shadow IT

    Reviewing business processes and dependencies can identify workarounds or shadow IT solutions that weren’t visible to IT and haven’t been included in IT’s DR plan.

    • If you identify technology process dependencies that IT didn’t know about, it can be an opportunity to start a conversation about service support. This can be a “teachable moment” to highlight the risks of adopting and implementing technology solutions without consulting IT.
    • Highlight the possible impact of using technology services that aren’t supported by IT. For example:
      • RTOs and RPOs may not be in line with business requirements.
      • Costs could be higher than supported solutions.
      • Security controls may not be in line with compliance requirements.
      • IT may not be able to offer support when the service breaks or build new features or functionality that might be required in the future.
    • Make sure that if IT is expected to support shadow IT solutions, these systems are included in the IT DRP and that the risks and costs of supporting the non-core solution are clear to all parties and are compared to an alternative, IT-recommended solutions.

    Shadow IT can be a symptom of larger service support issues. There should be a process for requesting and tracking non-standard services from IT with appropriate technical, security, and management oversight.

    Review and reprioritize BC projects to create an overall BC project roadmap

    Assign the BCP Coordinator the task of creating a master list of BC projects, and then work with the BC management team to review and reprioritize this list, as described below:

    1. Build a list of BC projects as you work with each business unit.
      1. Add proposed projects to a master copy of the BCP Project Roadmap Tool
      2. For each subsequent business unit, copy project names, scoring, and timelines into the master roadmap tool.
    2. Work with the Executive Sponsor, the IT BCM representative, and the BCM team to review and reprioritize projects.
      1. In the master BCP Project Roadmap Tool, review and update project scoring, taking into account the relative importance of each project within the overall list. Rationalize the list (e.g. eliminate duplicate projects).
    3. The project roadmap is a suggested list of projects at this stage. Assign a project sponsor and project manager (from the BC management team or appropriate delegates) to each project to take it through your organization’s normal project scoping and approval process.

    Improving business continuity capabilities is a marathon, not a sprint. Change for the better is still change and introduces risk – massive changes introduce massive risk. Incremental changes help minimize disruption. Use Info-Tech research to deliver organizational change.

    "Developing a BCP can be like solving a Rubik’s Cube. It’s a complex, interdepartmental concern with multiple and sometimes conflicting objectives. When you have one side in place, another gets pushed out of alignment." – Ray Mach, BCP Expert

    Step 4.3

    Test and maintain your BCP

    This step will walk you through the following activities:

    • Create additional documentation to support your business continuity plan.
    • Create a repository for documentation, and assign ownership for BCP documentation.

    This step involves the following participants:

    • BCP Coordinator

    In this step, you’ll use these tools and templates:

    Outcomes & Insights

    Create a plan to maintain the BCP.

    Iterate on your plan

    Tend your garden, and pull the weeds.

    Mastery comes through practice and iteration. Iterating on and testing your plan will help you keep up to date with business changes, identify plan improvements, and help your organization’s employees develop a mindset of continuity readiness. Maintenance drives continued success; don’t let your plan become stagnant, messy, and unusable.

    Your BCM program should structure BCP reviews and updates by answering the following:

    1. When do we review the plan?
    2. What are the goals of a review?
    3. Who must lead reviews and update BCP documents?
    4. How do we track reviews, tests, and updates?

    Structure plan reviews

    There are more opportunities for improvements than just planned reviews.

    At a minimum, review goals should include:

    1. Identify and document changes to BCP requirements.
    2. Identify and document changes to BCP capabilities.
    3. Identify gaps and risks and ways to remediate risks and close gaps.

    Who leads reviews and updates documents?

    The BCP Coordinator is likely heavily involved in facilitating reviews and updating documentation, at least at first. Look for opportunities to hand off document ownership to the business units over time.

    How do we track reviews, tests, and updates?

    Keep track of your good work by keeping a log of document changes. If you don’t have one, you can use the last tab on the BCP-DRP Maintenance Checklist.

    When do we review the plan?

    1. Scheduled reviews: At a minimum, plan reviews once a year. Plan owners should review the documents, identify needed updates, and notify the coordinator of any changes to their plan.
    2. As-needed reviews: Project launches, major IT upgrades, office openings or moves, organizational restructuring – all of these should trigger a BCP review.
    3. Testing exercises: Schedule controlled exercises to test and improve different aspects of your continuity plan, and ensure that lessons learned become part of plan documentation.
    4. Retrospectives: Take the opportunity to learn from actual continuity events and crises by conducting retrospectives to evaluate your response and brainstorm improvements.

    Conduct a retrospective after major incidents

    Use a retrospective on your COVID-19 response as a starting point. Build on the questions below to guide the conversation.

    • If needed, how did we set up remote work for our users? What worked, and what didn’t?
    • Did we discover any long-term opportunities to improve business processes?
    • Did we use any continuity plans we have documented?
    • Did we effectively prioritize business processes for recovery?
    • Were expectations from our business users in line with our plans?
    • What parts of our plan worked, and where can we improve the plan?
    1. Gather stakeholders and team members
    2. Ask:
      1. What happened?
      2. What did we learn?
      3. What did we do well?
      4. What should we have done differently?
      5. What gaps should we take action to address?
    3. Prepare a plan to take action

    Outcomes and benefits

    • Confirm business priorities.
    • Validate that business recovery solutions and procedures are effective in meeting business requirements (i.e. RTOs and RPOs).
    • Identify gaps in continuity resources, procedures, or documentation, and options to close gaps.
    • Build confidence in the response team and recovery capabilities.

    Tool: Testing and Maintenance Schedule

    Build a light-weight maintenance schedule for your BCP and DRP plans.

    This tool helps you set a schedule for plan update activities, identify document and exercise owners, and log updates for audit and governance purposes.

    • Add the names of your documents and brainstorm update activities.
    • Activities (document updates, testing, etc.) might be scheduled regularly, as-needed, or both. If they happen “as needed,” identify the trigger for the activity.
    • Start tracking past activities and resulting changes in Tab 3. You can also track crises that tested your continuity capabilities on this tab.

    Info-Tech Insight

    Everyone gets busy. If there’s a meeting you can schedule months in advance, schedule it months in advance! Then send reminders closer to the date. As soon as you’re done the pilot BCP, set aside time in everyone’s calendar for your first review session, whether that’s three months, six months, or a year from now.

    Appendix

    Additional BCP Tools and Templates

    Template Library: Business Continuity Policy

    Create a high-level policy to govern BCP and clarify BCP requirements.

    Use this template to:

    • Outline the organizational commitment to BCM.
    • Clarify the mandate to prepare, validate, and maintain continuity plans that align with business requirements.
    • Define specific policy statements that signatories to the policy are expected to uphold.
    • Require key stakeholders to review and sign off on the template.

    Download Info-Tech’s Business Continuity Policy template

    Template Library: Workarounds & Recovery Checklists

    Capture the step-by-step details to execute workarounds and steps in the business recovery process.

    If you require more detail to support your recovery procedures, you can use this template to:

    • Record specific steps or checklists to support specific workarounds or recovery procedures.
    • Identify prerequisites for workarounds or recovery procedures.

    Download Info-Tech’s BCP Process Workarounds & Recovery Checklists Template

    Template Library: Notification, Assessment, Declaration

    Create a procedure that outlines the conditions for assessing a disaster situation and invoking the business continuity plan.

    Use this template to:

    • Guide the process whereby the business is notified of an incident, assesses the situation, and declares a disaster.
    • Set criteria for activating business continuity plans.
    • Review examples of possible events, and suggest options on how the business might proceed or react.

    Download Info-Tech’s BCP Notification, Assessment, and Disaster Declaration Plan template

    Template Library: BCP Recovery Workflow Example

    Review an example of BCP recovery workflows.

    Use this template to:

    • Generate ideas for your own recovery processes.
    • See real examples of recovery processes for warehousing, supply, and distribution operations.
    • Review an example of working BCP documentation.

    Download Info-Tech’s BCP Recovery Workflows Example

    Create a Pandemic Response Plan

    If you’ve been asked to build a pandemic-specific response plan, use your core BCP findings to complete these pandemic planning documents.

    • At the onset of the COVID-19 crisis, IT departments were asked to rapidly ramp up work-from-home capabilities and support other process workarounds.
    • IT managers already knew that obstacles to working from home would go beyond internet speed and needing a laptop. Business input is critical to uncover unexpected obstacles.
    • IT needed to address a range of issues from security risk to increased service desk demand from users who don’t normally work from home.
    • Workarounds to speed the process up had to be balanced with good IT practices and governance (Asset Management, Security, etc.)
    • If you’ve been asked to update your Pandemic Response Plan, use this template and your core BCP deliverables to deliver a set of streamlined documentation that draws on lessons learned from the COVID-19 pandemic.

    Structure HR’s role in the pandemic plan

    Leverage the following materials from Info-Tech’s HR-focused sister company, McLean & Company.

    These HR research resources live on the website of Info-Tech’s sister company, McLean & Company. Contact your Account Manager to gain access to these resources.

    Summary of Accomplishment

    Knowledge Gained

    This blueprint outlined:

    • The streamlined approach to BCP development.
    • A BIA process to identify acceptable, appropriate recovery objectives.
    • Tabletop planning exercises to document and validate business recovery procedures.

    Processes Optimized

    • Business continuity development processes were optimized, from business impact analysis to incident response planning.
    • In addition, pilot business unit processes were identified and clarified to support BCP development, which also provided the opportunity to review and optimize those processes.

    Key Deliverables Completed

    • Core BCP deliverables for the pilot business unit, including a business impact analysis, recovery workflows, and a project roadmap.
    • BCP Executive Presentation to communicate pilot results as well as a summary of the methodology to the executive team.
    • BCP Summary to provide a high-level view of BCP scope, objectives, capabilities, and requirements.

    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

    Dr. Bernard A. Jones, MBCI, CBCP

    Professor and Continuity Consultant Berkeley College

    Dr. Jones is a professor at Berkeley College within the School of Professional Studies teaching courses in Homeland Security and Emergency Management. He is a member of the National Board of Directors for the Association of Continuity Professionals (ACP) as well as the Information & Publications Committee Chair for the Garden State Chapter of the ACP. Dr. Jones earned a doctorate degree in Civil Security Leadership, Management & Policy from New Jersey City University where his research focus was on organizational resilience.

    Kris L. Roberson

    Disaster Recovery Analyst Veterans United Home Loans

    Kris Roberson is the Disaster Recovery Analyst for Veterans United Home Loans, the #1 VA mortgage lender in the US. Kris oversees the development and maintenance of the Veterans United Home Loans DR program and leads the business continuity program. She is responsible for determining the broader strategies for DR testing and continuity planning, as well as the implementation of disaster recovery and business continuity technologies, vendors, and services. Kris holds a Masters of Strategic Leadership with a focus on organizational change management and a Bachelors in Music. She is a member of Infragard, the National Association of Professional Women, and Sigma Alpha Iota, and holds a Project+ certification.

    Trevor Butler

    General Manager of Information Technology City of Lethbridge

    As the General Manager of Information Technology with the City of Lethbridge, Trevor is accountable for providing strategic management and advancement of the city’s information technology and communications systems consistent with the goals and priorities of the corporation while ensuring that corporate risks are appropriately managed. He has 15+ years of progressive IT leadership experience, including 10+ years with public sector organizations. He holds a B.Mgt. and PMP certification along with masters certificates in both Project Management and Business Analysis.

    Robert Miller

    Information Services Director Witt/Kieffer

    Bob Miller is the Information Services Director at Witt/Kieffer. His department provides end-user support for all company-owned devices and software for Oak Brook, the regional offices, home offices, and traveling employees. The department purchases, implements, manages, and monitors the infrastructure, which includes web hosting, networks, wireless solutions, cell phones, servers, and file storage. Bob is also responsible for the firm’s security planning, capacity planning, and business continuity and disaster preparedness planning to ensure that the firm has functional technology to conduct business and continue business growth.

    Related Info-Tech Research

    Create a Right-Sized Disaster Recovery Plan

    Close the gap between your DR capabilities and service continuity requirements.

    Create Visual SOP Documents that Drive Process Optimization, Not Just Peace of Mind

    Go beyond satisfying auditors to drive process improvement, consistent IT operations, and effective knowledge transfer.

    Select the Optimal Disaster Recovery Deployment Model

    Determine which deployment models, including hybrid solutions, best meet your DR requirements.

    Bibliography

    “Business Continuity Planning.” IT Examination HandBook. The Federal Financial Institution Examination Council (FFIEC), February 2015. Web.

    “Business Continuity Plans and Emergency Contact Information.” FINRA, 12 February 2015. Web.

    “COBIT 5: A Business Framework for the Governance and Management of Enterprise IT.” ISACA, n.d. Web.

    Disaster Resource GUIDE. Emergency Lifeline Corporation, n.d. Web.

    “DR Rules & Regulations.” Disaster Recovery Journal, March 2017. Web.

    “Federal Information Security Management Act (FISMA).” Homeland Security, 2014. Web.

    FEMA. “Planning & Templates.” FEMA, n.d. Web.

    “FINRA-SEC-CFTC Joint Advisory (Regulatory Notice 13-25).” FINRA, August 2013. Web.

    Gosling, Mel and Andrew Hiles. “Business Continuity Statistics: Where Myth Meets Fact.” Continuity Central, 24 April 2009. Web.

    Hanwacker, Linda. “COOP Templates for Success Workbook.” The LSH Group, 2016. Web.

    Potter, Patrick. “BCM Regulatory Alphabet Soup – Part Two.” RSA Link, 28 August 2012. Web.

    The Good Practice Guidelines. Business Continuity Institute, 2013. Web.

    Wang, Dashun and James A. Evans. “When Small Teams are Better than Big Ones.” Harvard Business Review, 21 February 2019. Web.

    Data and Analytics Trends 2023

    • Buy Link or Shortcode: {j2store}208|cart{/j2store}
    • member rating overall impact: 9.0/10 Overall Impact
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    • Parent Category Name: Business Intelligence Strategy
    • Parent Category Link: /business-intelligence-strategy

    Data is a unique resource that keeps growing, presenting opportunities along the way. CIOs and IT leaders can use rapidly evolving technologies and capabilities to harness this data and its value for the organization.

    IT leaders must prepare their teams and operations with the right knowledge, capabilities, and strategies to make sure they remain competitive in 2023 and beyond. Nine trends that expand on the three common Vs of data – volume, velocity, and variety – can help guide the way.

    Focus on trends that align with your opportunities and challenges

    The path to becoming more competitive in a data-driven economy differs from one company to the next. IT leaders should use the data and analytics trends that align most with their organizational goals and can lead to positive business outcomes.

    1. Prioritize your investments: Conduct market analysis and prioritize the data and analytics investments that will be critical to your business.
    2. Build a robust strategy: Identify a clear path between your data vision and business outcomes to build a strategy that’s a good fit for your organization.
    3. Inspire practical innovation: Follow a pragmatic approach to implementing trends that range from data gravity and democratization to data monetization and augmented analytics.

    Data and Analytics Trends 2023 Research & Tools

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

    1. Data and Analytics Trends Report 2023 – A report that explores nine data use cases for emerging technologies that can improve on capabilities needed to compete in the data-driven economy.

    Data technologies are rapidly evolving. Understanding data's art of the possible is critical. However, to adapt to these upcoming data trends, a solid data management foundation is required. This report explores nine data trends based on the proven framework of data V's: Volume, Velocity, Variety, Veracity, Value, Virtue, Visualization, Virality, and Viscosity.

    • Data and Analytics Trends Report 2023
    [infographic]

    Further reading

    Data and Analytics Trends Report 2023

    SOONER OR LATER, YOU WILL BE IN THE DATA BUSINESS!

    Nine Data Trends for 2023

    In this report, we explore nine data use cases for emerging technologies that can improve on capabilities needed to compete in the data-driven economy. Use cases combine emerging data trends and modernization of existing capabilities.

    1. VOLUME
      • Data Gravity
    2. VELOCITY
    • Democratizing Real-Time Data
  • VARIETY
    • Augmented Data Management
  • VERACITY
    • Identity Authenticity
  • VALUE
    • Data Monetization
  • VIRTUE
    • Adaptive Data Governance
  • VISUALIZATION
    • AI-Driven Storytelling & Augmented Analytics
  • VIRALITY
    • Data Marketplace
  • VISCOSITY
    • DevOps – DataOps – XOps

    VOLUME

    Data Gravity

    Trend 01 Demand for storage and bandwidth continues to grow

    When organizations begin to prioritize data, they first consider the sheer volume of data, which will influence data system design. Your data systems must consider the existing and growing volume of data by assessing industry initiatives such as digital transformation, Industry 4.0, IoT, consumer digital footprint, etc.

    The largest data center in the world is a citadel in Reno, Nevada, that stretches over 7.2 million square feet!

    Source: Cloudwards, 2022

    IoT devices will generate 79.4 zettabytes of data
    by 2025.

    Source: IDC, 2019

    There were about 97
    zettabytes of data generated worldwide in 2022.

    Source: “Volume of Data,” Statista, 2022

    VOLUME

    Data Gravity

    Data attracts more data and an ecosystem of applications and services

    SharePoint, OneDrive, Google Drive, and Dropbox offer APIs and integration opportunities for developers to enhance their products.

    Social media platforms thought about this early by allowing for an ecosystem of filters, apps, games, and effects that engage their users with little to no additional effort from internal resources.

    The image contains four logos. SharePoint, OneDrive, Google Drive, and Dropbox.

    VOLUME

    Data Gravity

    Focus on data gravity and avoid cloud repatriation

    Data gravity is the tendency of data to attract applications, services, and other data. A growing number of cloud migration decisions will be made based on the data gravity concept. It will become increasingly important in data strategies, with failure potentially resulting in costly cloud repatriations.

    Emerging technologies and capabilities:

    Data Lakehouse, Data Mesh, Data Fabric, Hybrid Data, Cloud Data, Edge Computing

    47%

    Centralized cloud storage going down in 2 years

    22%
    25%

    Hybrid storage (centralized + edge) going up in 2 years

    47%

    Source: CIO, 2022

    VOLUME

    Data Gravity

    What worked for terabytes is ineffective for petabytes

    When compared to on-premises infrastructure, cloud computing is less expensive and easier to implement. However, poor data replication and data gravity can significantly increase cloud costs to the point of failure. Data gravity will help organizations make better cloud migration decisions.

    It is also critical to recognize changes in the industry landscape. The goal of data processing and analytics is to generate the right data for users to act on. In most cases, the user is a human being, but in the case of autonomous driving (AD), the car takes on the role of the user (DXC Technology).

    To avoid cloud repatriation, it will become prudent for all organizations to consider data gravity and the timing of cloud migration.

    The image contains a diagram on data gravity.

    VELOCITY

    Democratizing Real-Time Data

    Trend 02 Real-time analytics presents an important differentiator

    The velocity element of data can be assessed from two standpoints: the speed at which data is being generated and how fast the organization needs to respond to the incoming information through capture, analysis, and use. Traditionally data was processed in a batch format (all at once or in incremental nightly data loads). There is a growing demand to process data continuously using streaming data-processing techniques.

    Emerging technologies and capabilities:

    Edge Computing

    Google announced it has a quantum computer that is 100 million times faster than any classical computer in its lab.

    Source: Science Alert, 2015

    The number of qubits in quantum computers has been increasing dramatically, from 2 qubits in 1998 to 128 qubits in 2019.

    Source: Statista, 2019

    IBM released a 433-qubit quantum chip named Osprey in 2022 and expects to surpass 1,000 qubits with its next chip, Condor, in 2023.

    Source: Nature, 2023

    VELOCITY

    Democratizing Real-Time Data

    Make data accessible to everyone in real time

    • 90% of an organization’s data is replicated or redundant.
    • Build API and web services that allow for live access to data.
    • Most social media platforms, like Twitter and Facebook, have APIs that offer access to incredible amounts of data and insights.

    VELOCITY

    Democratizing Real-Time Data

    Trend in Data Velocity

    Data democratization means data is widely accessible to all stakeholders without bottlenecks or barriers. Success in data democratization comes with ubiquitous real-time analytics. Google highlights a need to address democratization in two different frames:

    1. Democratizing stream analytics for all businesses to ensure real-time data at the company level.
    2. Democratizing stream analytics for all personas and the ability of all users to generate real-time insights.

    Emerging technologies and capabilities:

    Data Lakehouse, Streaming API Ecosystem, Industry 4.0, Zero-Copy Cloning

    Nearly 70% of all new vehicles globally will be connected to the internet by 2023.

    Source: “Connected light-duty vehicles,” Statista, 2022

    VELOCITY

    Democratizing Real-Time Data

    Enable real-time processing with API

    In the past, data democratization has largely translated into a free data set and open data portals. This has allowed the government to freely share data with the public. Also, the data science community has embraced the availability of large data sets such as weather data, stock data, etc. In the future, more focus will be on the combination of IoT and steaming analytics, which will provide better responsiveness and agility.

    Many researchers, media companies, and organizations now have easy access to the Twitter/Facebook API platform to study various aspects of human behavior and sentiments. Large technology companies have already democratized their data using real-time APIs.

    Thousands of sources for open data are available at your local municipalities alone.

    6G will push Wi-Fi connectivity to 1 terabyte per second! This is expected to become commercially available by 2030.

    VARIETY

    Augmented Data Management

    Trend 03 Need to manage unstructured data

    The variety of data types is increasingly diverse. Structured data often comes from relational databases, while unstructured data comes from several sources such as photos, video, text documents, cell phones, etc. The variety of data is where technology can drive business value. However, unstructured data also poses a risk, especially for external data.

    The number of IoT devices could rise to 30.9 billion by 2025.

    Source: “IoT and Non-IoT Connections Worldwide,” Statista, 2022

    The global edge computing market is expected to reach $250.6 billion by 2024.

    Source: “Edge Computing,” Statista, 2022

    Genomics research is expected to generate between 2 and 40 exabytes of data within the next decade.

    Source: NIH, 2022

    VARIETY

    Augmented Data Management

    Employ AI to automate data management

    New tools will enhance many aspects of data management:

    • Data preparation, integration, cataloging, and quality
    • Metadata management
    • Master data management

    Enabling AI-assisted decision-making tools

    The image contains logos of the AI-assisted decision-making tools. Informatica, collibra, OCTOPAI.

    VARIETY

    Augmented Data Management

    Trend in Data Variety

    Augmented data management will enhance or automate data management capabilities by leveraging AI and related advanced techniques. It is quite possible to leverage existing data management tools and techniques, but most experts have recognized that more work and advanced patterns are needed to solve many complex data problems.

    Emerging technologies and capabilities:

    Data Factory, Data Mesh, Data Fabric, Artificial Intelligence, Machine Learning

    VARIETY

    Augmented Data Management

    Data Fabric vs. Data Mesh: The Data Journey continues at an accelerated pace

    Data Fabric

    Data Mesh

    Data fabric is an architecture that facilitates the end-to-end integration of various data pipelines and cloud environments using intelligent and automated systems. It’s a data integration pattern to unify disparate data systems, embed governance, strengthen security and privacy measures, and provide more data accessibility to workers and particularly to business users.

    The data mesh architecture is an approach that aligns data sources by business domains, or functions, with data owners. With data ownership decentralization, data owners can create data products for their respective domains, meaning data consumers, both data scientists and business users, can use a combination of these data products for data analytics and data science.

    More Unstructured Data

    95% of businesses cite the need to manage unstructured data as a problem for their business.

    VERACITY

    Identity Authenticity

    Trend 04 Veracity of data is a true test of your data capabilities

    Data veracity is defined as the accuracy or truthfulness of a data set. More and more data is created in semi-structured and unstructured formats and originates from largely uncontrolled sources (e.g. social media platforms, external sources). The reliability and quality of the data being integrated should be a top concern. The veracity of data is imperative when looking to use data for predictive purposes. For example, energy companies rely heavily on weather patterns to optimize their service outputs, but weather patterns have an element of unpredictability.

    Data quality affects overall labor productivity by as much as 20%, and 30% of operating expenses are due to insufficient data.

    Source: Pragmatic Works, 2017

    Bad data costs up to
    15% to 25% of revenue.

    Source: MIT Sloan Management Review, 2017

    VERACITY

    Identity Authenticity

    Veracity of data is a true test of your data capabilities

    • Stop creating your own identity architectures and instead integrate a tried-and-true platform.
    • Aim for a single source of truth for digital identity.
    • Establish data governance that can withstand scrutiny.
    • Imagine a day in the future where verified accounts on social media platforms are available.
    • Zero-trust architecture should be used.

    VERACITY

    Identity Authenticity

    Trend in Data Veracity

    Veracity is a concept deeply linked to identity. As the value of the data increases, a greater degree of veracity is required: We must provide more proof to open a bank account than to make friends on Facebook. As a result, there is more trust in bank data than in Facebook data. There is also a growing need to protect marginalized communities.

    Emerging technologies and capabilities:

    Zero Trust, Blockchain, Data Governance, IoT, Cybersecurity

    The image contains a screenshot of Info-Tech's blueprint slide on Zero Trust.

    VERACITY

    Identity Authenticity

    The identity discussion is no longer limited to people or organizations. The development of new technologies, such as the IoT phenomenon, will lead to an explosion of objects, from refrigerators to shipping containers, coming online as well. If all these entities start communicating with each other, standards will be needed to establish who or what they are.

    IDENTITY
    IS

    Age

    Gender

    Address

    Fingerprint

    Face

    Voice

    Irises

    IDENTITY
    KNOWS

    Password

    Passphrase

    PIN

    Sequence

    IDENTITY
    HAS

    Access badge

    Smartcard

    Security token

    Mobile phone

    ID document

    IDENTITY
    DOES

    Motor skills

    Handwriting

    Gestures

    Keystrokes

    Applications use

    The IoT market is expected to grow 18% to 14.4 billion in 2022 and 27 billion by 2025.

    Source: IoT Analytics, 2022

    VALUE

    Data Monetization

    Trend 05 Not Many organization know the true value of their data

    Data can be valuable if used effectively or dangerous if mishandled. The rise of the data economy has created significant opportunities but also has its challenges. It has become urgent to understand the value of data, which may vary for stakeholders based on their business model and strategy. Organizations first need to understand ownership of their data by establishing a data strategy, then they must improve data maturity by developing a deeper understanding of data value.

    94% of enterprises say data is essential to business growth.

    Source: Find stack, 2021

    VALUE

    Data Monetization

    Start developing your data business

    • Blockbuster ran its business well, but Netflix transformed the video rental industry overnight!
    • Big players with data are catching up fast.
    • You don’t have to be a giant to monetize data.
    • Data monetization is probably closer than you think.
    • You simply need to find it, catalog it, and deliver it.

    The image contains logos of companies related to data monetization as described in the text above. The companies are Amazon Prime, Netflix, Disney Plus, Blockbuster, and Apple TV.

    VALUE

    Data Monetization

    Trend in Data Value

    Data monetization is the transformation of data into financial value. However, this does not imply selling data alone. Monetary value is produced by using data to improve and upgrade existing and new products and services. Data monetization demands an organization-wide strategy for value development.

    Emerging technologies and capabilities:

    Data Strategy, Data Monetization Strategy, Data Products

    Netflix uses big data to save $1 billion per year on customer retention.

    Source: Logidots, 2021

    VALUE

    Data Monetization

    Data is a strategic asset

    Data is beyond currency, assets, or commodities and needs to be a category
    of its own.

    • Data always outlives people, processes, and technology. They all come and go while data remains.
    • Oil is a limited resource. Data is not. Unlike oil, data is likely to grow over time.
    • Data is likely to outlast all other current popular financial instruments, including currency, assets, or commodities.
    • Data is used internally and externally and can easily be replicated or combined.

    Data monetization is currently in the speculative territory, which is unacceptable. It should instead be guided by sound data management theory.

    VIRTUE

    Adaptive Data Governance

    Trend 06 Five Core Virtues: Resilience, Humility, Grit, Liberal Education, Empathy (Forbes, 2020)

    We have become more and more dependent on data, analytics, and organizational protection policies. Data virtue is about leveraging data securely and ethically. This topic has become more critical with the advent of GDPR, the right to be forgotten, and related regulations. Data governance, which seeks to establish an oversight framework that manages the creation, acquisition, integrity, security, compliance, and quality of data, is essential for any organization that makes decisions about data.

    Cultural obstacles are the greatest barrier to becoming data-driven, according to 91.9% of executives.

    Source: Harvard Business Review, 2022

    Fifty million Facebook profiles were harvested for Cambridge Analytica in a major data breach.

    Source: The Guardian, 2018

    VIRTUE

    Adaptive Data Governance

    Encourage noninvasive and automated data governance

    • Data governance affects the entire organization, not just data.
    • The old model for data governance was slow and clumsy.
    • Adaptive data governance encourages faster decision making and a more collaborative approach to governance.
    • Agile data governance allows for faster and more flexible decision making.
    • Automated data governance will simplify execution across the organization.
    • It is great for compliance, quality, impact tracking, and cross-referencing and offers independence to data users.

    VIRTUE

    Adaptive Data Governance

    Trend in Data Virtue

    Adaptive data governance encourages a flexible approach that allows an organization to employ multiple data governance strategies depending on changing business situations. The other aspect of adaptive data governance is moving away from manual (and often slow) data governance and toward aggressive automation.

    Emerging technologies and capabilities:

    AI-Powered Data Catalog and Metadata Management,
    Automated Data Policy Enforcement

    “To effectively meet the needs and velocity of digital organizations and modern practices, IT governance must be embedded and automated where possible to drive success and value.”

    Source: Valence Howden, Info-Tech Research Group

    “Research reveals that the combination of AI and big data technologies can automate almost 80% of all physical work, 70% of data processing, and 64% of data collection tasks.”

    Source: Forbes, 2021

    VIRTUE

    Data Governance Automation

    Simple and easy Data Governance

    Tools are not the ultimate answer to implementing data governance. You will still need to secure stakeholders' buy-in and engagement in the data process. Data governance automation should be about simplifying the execution of roles and responsibilities.

    “When you can see where your data governance strategy can be improved, it’s time to put in place automation that help to streamline processes.”

    Source: Nintex, 2021

    VISUALIZATION

    AI-Driven Storytelling & Augmented Analytics

    Trend 07 Automated and augmented data storytelling is not that far away

    Today, data storytelling is led by the user. It’s the manual practice of combining narrative with data to deliver insights in a compelling form to assist decision makers in engaging with data and analytics. A story backed by data is more easily consumed and understood than a dashboard, which can be overwhelming. However, manual data storytelling has some major shortcomings.

    Problem # 1: Telling stories on more than just the insights noticed by people

    Problem # 2: Poor data literacy and the limitations of manual self-service

    Problem # 3: Scaling data storytelling across the business

    VISUALIZATION

    AI-Driven Storytelling & Augmented Analytics

    Use AI to enhance data storytelling

    • Tableau, Power BI, and many other applications already use
      AI-driven analytics.
    • Power BI and SharePoint can use AI to generate visuals for any SharePoint list in a matter of seconds.

    VISUALIZATION

    AI-Driven Storytelling & Augmented Analytics

    Trend in Data Visualization

    AI and natural language processing will drive future visualization and data storytelling. These tools and techniques are improving rapidly and are now designed in a streamlined way to guide people in understanding what their data means and how to act on it instead of expecting them to do self-service analysis with dashboards and charts and know what to do next. Ultimately, being able to understand how to translate emotion, tropes, personal interpretation, and experience and how to tell what’s most relevant to each user is the next frontier for augmented and automated analytics

    Emerging technologies and capabilities:

    AI-Powered Data Catalog and Metadata Management,
    Automated Data Policy Enforcement

    VISUALIZATION

    Data Storytelling

    Augmented data storytelling is not that far away

    Emotions are a cornerstone of human intelligence and decision making. Mastering the art of storytelling is not easy.

    Industry experts predict the combination of data storytelling with augmented and automated techniques; these capabilities are more than capable of generating and automating parts of a data story’s creation for end users.

    The next challenge for AI is translating emotion, tropes, personal interpretation, and experience into what is most essential to end users.

    Source: Yellowfin, 2021

    VIRALITY

    Data Marketplace

    Trend 08 Missing data marketplace

    Data virality measures data spread and popularity. However, for data virality to occur, an ecosystem comparable to that of traditional or modern digital marketplaces is required. Organizations must reevaluate their data strategies to ensure investment in appropriate data domains by understanding data virality. Data virality is the exact opposite of dark data.

    Dark data is “all the information companies collect in their regular business processes, don’t use, have no plans to use, but will never throw out.”

    Source: Forbes, 2019

    VIRALITY

    Data Marketplace

    Make data easily accessible

    • Making data accessible to a broader audience is the key to successful virality.
    • Data marketplaces provide a location for you to make your data public.
    • Why do this? Contributing to public data marketplaces builds credibility, just like contributing to public GitHub projects.
    • Big players like Microsoft, Amazon, and Snowflake already do this!
    • Snowflake introduced zero-copy cloning, which allows users to interact with source data without compromising the integrity of the original source.

    The image contains the logos of Microsoft, Amazon, and Snowflake.

    VIRALITY

    Data Marketplace

    Trend in Data Virality

    The data marketplace can be defined as a dynamic marketplace where users decide what has the most value. Companies can gauge which data is most popular based on usage and decide where to invest. Users can shop for data products within the marketplace and then join these products with other ones they’ve created to launch truly powerful data-driven projects.

    Emerging technologies and capabilities:

    AI-Powered Data Catalog and Metadata Management,
    Automated Data Policy Enforcement

    The image contains a screenshot of Info-Tech's Data-as-a-Service (DaaS) Framework.

    “Data is like garbage. You’d better know what you are going to do with it before you collect it.”

    – Mark Twain

    VIRALITY

    Data Marketplace

    Journey from siloed data platforms to dynamic data marketplaces

    Data remains a complex topic due to many missing foundational components and infrastructure. Interoperability, security, quality, discoverability, speed, and ease are some of those missing foundational components that most organizations face daily.

    Data lacks an ecosystem that is comparable to those of traditional assets or commodities. Data must be available in open or closed data marketplaces to measure its value. These data marketplaces are still in their infancy.

    “Data markets are an important component of the data economy that could unleash the full potential of data generated by the digital economy and human activity in general.”

    Source: ITU Journal, 2018

    VISCOSITY

    DevOps – DataOps – XOps

    Trend 09 Increase efficiency by removing bottlenecks

    Compared to water, a fluid with a high viscosity flows more slowly, like honey. Data viscosity measures the resistance to flow in a volume of data. The data resistance may come from other Vs (variety, velocity, etc.).

    VISCOSITY

    DevOps – DataOps – XOps

    Increase efficiency by removing bottlenecks

    Consider XOps for a second. It makes no difference what X is. What's important is matching operational requirements to enterprise capabilities.

    • For example, Operations must meet the demands of Sales – hence SalesOps
      or S&Op.
    • Development resources must meet the demands of Operations – hence DevOps.
    • Finally, Data must also meet the demand of Operations.

    These Operations guys are demanding!!

    VISCOSITY

    DevOps – DataOps – XOps

    Trend in Data Viscosity

    The merger of development (Dev) and IT Operations (Ops) started in software development with the concept of DevOps. Since then, new Ops terms have formed rapidly (AIOps, MLOps, ModelOps, PlatformOps, SalesOps, SecOps, etc.). All these methodologies come from Lean manufacturing principles, which seek to identify waste by focusing on eliminating errors, cycle time, collaboration, and measurement. Buzzwords are distractions, and the focus must be on the underlying goals and principles. XOps goals should include the elimination of errors and improving efficiencies.

    Emerging technologies and capabilities:

    Collaborative Data Management, Automation Tools

    VISCOSITY

    DataOps → Data Observability

    Data observability, a subcomponent of DataOps, is a set of technical practices, cultural norms, and architecture that enables low error rates. Data observability focuses on error rates instead of only measuring data quality at a single point in time.

    Data Quality Dimensions

    • Uniqueness
    • Timeliness
    • Validity
    • Accuracy
    • Consistency

    ERROR RATES

    Lateness: Missing Your SLA

    System Processing Issues

    Code Change That Broke Something

    Data Quality

    What’s next? Go beyond the buzzwords.

    Avoid following trends solely for the sake of following them. It is critical to comprehend the concept and apply it to your industry. Every industry has its own set of problems and opportunities.

    Highlight the data trends (or lack thereof) that have been most beneficial to you in your organizations. Follow Info-Tech’s approach to building a data practice and platform to develop your data capabilities through the establishment of data goals.

    The image contains a screenshot of Info-Tech's Build Your Data Pracrice and Platform.

    Research Authors

    Rajesh Parab Chris Dyck

    Rajesh Parab

    Director, Research & Advisory

    Data and Analytics

    Chris Dyck

    Research Lead

    Data and Analytics

    “Data technologies are rapidly evolving. Understanding what’s possible is critical. Adapting to these upcoming data trends requires a solid data management foundation.”

    – Rajesh Parab

    Contributing Experts

    Carlos Thomas John Walsh

    Carlos Thomas

    Executive Counselor

    Info-Tech Research Group

    John Walsh

    Executive Counselor

    Info-Tech Research Group

    Bibliography

    Bean, Randy. “Why Becoming a Data-Driven Organization Is So Hard.” Harvard Business Review, 24 Feb. 2022. Accessed Oct. 2022.
    Brown, Annie. “Utilizing AI And Big Data To Reduce Costs And Increase Profits In Departments Across An Organization.” Forbes, 13 April 2021.
    Accessed Oct. 2022.
    Burciaga, Aaron. “Five Core Virtues For Data Science And Artificial Intelligence.” Forbes, 27 Feb. 2020. Accessed Aug. 2022.
    Cadwalladr, Carole, and Emma Graham-Harrison. “Revealed: 50 million Facebook profiles harvested for Cambridge Analytica in major data breach.”
    The Guardian, 17 March 2018. Accessed Aug. 2022.
    Carlier, Mathilde. “Connected light-duty vehicles as a share of total vehicles in 2023.” Statista, 31 Mar. 2021. Accessed Oct. 2022.
    Carter, Rebekah. “The Ultimate List of Big Data Statistics for 2022.” Findstack, 22 May 2021. Accessed Oct. 2022.
    Castelvecchi, Davide. “Underdog technologies gain ground in quantum-computing race.” Nature, 6 Nov. 2023. Accessed Feb. 2023.
    Clark-Jones, Anthony, et al. “Digital Identity:” UBS, 2016. Accessed Aug 2022.
    “The Cost of Bad Data Infographic.” Pragmatic Works, 25 May 2017. Accessed Oct. 2022.
    Demchenko, Yuri, et al. “Data as Economic Goods: Definitions, Properties, Challenges, Enabling Technologies for Future Data Markets.“ ITU Journal: ICT Discoveries, Special Issue, no. 2, vol. 23, Nov. 2018. Accessed Aug 2022.
    Feldman, Sarah. ”20 Years of Quantum Computing Growth.” Statista, 6 May 2019. Accessed Oct. 2022.
    “Genomic Data Science.” NIH, National Human Genome Research Institute, 5 April 2022. Accessed Oct. 2022.

    Bibliography

    Hasbe, Sudhir, and Ryan Lippert. “The democratization of data and insights: making real-time analytics ubiquitous.” Google Cloud, 15 Jan. 2021.
    Accessed Aug. 2022.
    Helmenstine, Anne. “Viscosity Definition and Examples.” Science Notes, 3 Aug. 2021. Accessed Aug. 2022.
    “How data storytelling and augmented analytics are shaping the future of BI together.” Yellowfin, 19 Aug. 2021. Accessed Aug. 2022.
    “How Netflix Saves $1B Annually using AI?” Logidots, 24 Sept. 2021. Accessed Oct. 2022
    Hui, Kenneth. “The AWS Love/Hate Relationship with Data Gravity.” Cloud Architect Musings, 30 Jan. 2017. Accessed Aug 2022.
    ICD. “The Growth in Connected IoT Devices Is Expected to Generate 79.4ZB of Data in 2025, According to a New IDC Forecast.” Business Wire, 18 June 2019. Accessed Oct 2022.
    Internet of Things (IoT) and non-IoT active device connections worldwide from 2010 to 2025” Statista, 27 Nov. 2022. Accessed Nov. 2022.
    Koch, Gunter. “The critical role of data management for autonomous driving development.” DXC Technology, 2021. Accessed Aug. 2022.
    Morris, John. “The Pull of Data Gravity.” CIO, 23 Feb. 2022. Accessed Aug. 2022.
    Nield, David. “Google's Quantum Computer Is 100 Million Times Faster Than Your Laptop.” ScienceAlert, 9 Dec. 2015. Accessed Oct. 2022.
    Redman, Thomas C. “Seizing Opportunity in Data Quality.” MIT Sloan Management Review, 27 Nov. 2017. Accessed Oct. 2022.
    Segovia Domingo, Ana I., and Álvaro Martín Enríquez. “Digital Identity: the current state of affairs.” BBVA Research, 2018. Accessed Aug. 2022.

    Bibliography

    “State of IoT 2022: Number of connected IoT devices growing 18% to 14.4 billion globally.” IOT Analytics, 18 May 2022. Accessed. 14 Nov. 2022.
    Strod, Eran. “Data Observability and Monitoring with DataOps.” DataKitchen, 10 May 2021. Accessed Aug. 2022.
    Sujay Vailshery, Lionel. “Edge computing market value worldwide 2019-2025.” Statista, 25 Feb. 2022. Accessed Oct 2022.
    Sujay Vailshery, Lionel. “IoT and non-IoT connections worldwide 2010-2025.” Statista, 6 Sept. 2022. Accessed Oct. 2022.
    Sumina, Vladimir. “26 Cloud Computing Statistics, Facts & Trends for 2022.” Cloudwards, 7 June 2022. Accessed Oct. 2022.
    Taulli, Tom. “What You Need To Know About Dark Data.” Forbes, 27 Oct. 2019. Accessed Oct. 2022.
    Taylor, Linnet. “What is data justice? The case for connecting digital rights and freedoms globally.“ Big Data & Society, July-Dec 2017. Accessed Aug 2022.
    “Twitter: Data Collection With API Research Paper.” IvyPanda, 28 April 2022. Accessed Aug. 2022.
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    “Volume of data/information created, captured, copied, and consumed worldwide from 2010 to 2020, with forecasts from 2021 to 2025.” Statista, 8 Sept. 2022. Accessed Oct 2022.
    Wang, R. “Monday's Musings: Beyond The Three V's of Big Data – Viscosity and Virality.” Forbes, 27 Feb. 2012. Accessed Aug 2022.
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    Yego, Kip. “Augmented data management: Data fabric versus data mesh.” IBM, 27 April 2022. Accessed Aug 2022.

    Create a Right-Sized Disaster Recovery Plan

    • Buy Link or Shortcode: {j2store}410|cart{/j2store}
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    • Parent Category Name: DR and Business Continuity
    • Parent Category Link: /business-continuity
    • Any time a natural disaster or major IT outage occurs, it increases executive awareness and internal pressure to create a disaster recovery plan (DRP).
    • Traditional DRP templates are onerous and result in a lengthy, dense plan that might satisfy auditors but will not be effective in a crisis.
    • The myth that a DRP is only for major disasters leaves organizations vulnerable to more common incidents.
    • The growing use of outsourced infrastructure services has increased reliance on vendors to meet recovery timeline objectives.

    Our Advice

    Critical Insight

    • At its core, disaster recovery (DR) is about ensuring service continuity. Create a plan that can be leveraged for both isolated and catastrophic events.
    • Remember Murphy’s Law. Failure happens. Focus on improving overall resiliency and recovery, rather than basing DR on risk probability analysis.
    • Cost-effective DR and service continuity starts with identifying what is truly mission critical so you can focus resources accordingly. Not all services require fast failover.

    Impact and Result

    • Define appropriate objectives for service downtime and data loss based on business impact.
    • Document an incident response plan that captures all of the steps from event detection to data center recovery.
    • Create a DR roadmap to close gaps between current DR capabilities and recovery objectives.

    Create a Right-Sized Disaster Recovery Plan Research & Tools

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

    1. Disaster Recovery Plan (DRP) Research – A step-by-step document that helps streamline your DR planning process and build a plan that's concise, usable, and maintainable.

    Any time a major IT outage occurs, it increases executive awareness and internal pressure to create an IT DRP. This blueprint will help you develop an actionable DRP by following our four-phase methodology to define scope, current status, and dependencies; conduct a business impact analysis; identify and address gaps in the recovery workflow; and complete, extend, and maintain your DRP.

    • Create a Right-Sized Disaster Recovery Plan – Phases 1-4

    2. DRP Case Studies – Examples to help you understand the governance and incident response components of a DRP and to show that your DRP project does not need to be as onerous as imagined.

    These examples include a client who leveraged the DRP blueprint to create practical, concise, and easy-to-maintain DRP governance and incident response plans and a case study based on a hospital providing a wide range of healthcare services.

    • Case Study: Practical, Right-Sized DRP
    • Case Study: Practical, Right-Sized DRP – Healthcare Example

    3. DRP Maturity Scorecard – An assessment tool to evaluate the current state of your DRP.

    Use this tool to measure your current DRP maturity and identify gaps to address. It includes a comprehensive list of requirements for your DRP program, including core and industry requirements.

    • DRP Maturity Scorecard

    4. DRP Project Charter Template – A template to communicate important details on the project purpose, scope, and parameters.

    The project charter template includes details on the project overview (description, background, drivers, and objectives); governance and management (project stakeholders/roles, budget, and dependencies); and risks, assumptions, and constraints (known and potential risks and mitigation strategy).

    • DRP Project Charter Template

    5. DRP Business Impact Analysis Tool – An evaluation tool to estimate the impact of downtime to determine appropriate, acceptable recovery time objectives (RTOs) and recovery point objectives (RPOs) and to review gaps between objectives and actuals.

    This tool enables you to identify critical applications/systems; identify dependencies; define objective scoring criteria to evaluate the impact of application/system downtime; determine the impact of downtime and establish criticality tiers; set recovery objectives (RTO/RPO) based on the impact of downtime; record recovery actuals (RTA/RPA) and identify any gaps between objectives and actuals; and identify dependencies that regularly fail (and have a significant impact when they fail) to prioritize efforts to improve resiliency.

    • DRP Business Impact Analysis Tool
    • Legacy DRP Business Impact Analysis Tool

    6. DRP BIA Scoring Context Example – A tool to record assumptions you made in the DRP Business Impact Analysis Tool to explain the results and drive business engagement and feedback.

    Use this tool to specifically record assumptions made about who and what are impacted by system downtime and record assumptions made about impact severity.

    • DRP BIA Scoring Context Example

    7. DRP Recovery Workflow Template – A flowchart template to provide an at-a-glance view of the recovery workflow.

    This simple format is ideal during crisis situations, easier to maintain, and often quicker to create. Use this template to document the Notify - Assess - Declare disaster workflow, document current and planned future state recovery workflows, including gaps and risks, and review an example recovery workflow.

    • DRP Recovery Workflow Template (PDF)
    • DRP Recovery Workflow Template (Visio)

    8. DRP Roadmap Tool – A visual roadmapping tool that will help you plan, communicate, and track progress for your DRP initiatives.

    Improving DR capabilities is a marathon, not a sprint. You likely can't fund and resource all the measures for risk mitigation at once. Instead, use this tool to create a roadmap for actions, tasks, projects, and initiatives to complete in the short, medium, and long term. Prioritize high-benefit, low-cost mitigations.

    • DRP Roadmap Tool

    9. DRP Recap and Results Template – A template to summarize and present key findings from your DR planning exercises and documents.

    Use this template to present your results from the DRP Maturity Scorecard, BCP-DRP Fitness Assessment, DRP Business Impact Analysis Tool, tabletop planning exercises, DRP Recovery Workflow Template, and DRP Roadmap Tool.

    • DRP Recap and Results Template

    10. DRP Workbook – A comprehensive tool that enables you to organize information to support DR planning.

    Leverage this tool to document information regarding DRP resources (list the documents/information sources that support DR planning and where they are located) and DR teams and contacts (list the DR teams, SMEs critical to DR, and key contacts, including business continuity management team leads that would be involved in declaring a disaster and coordinating response at an organizational level).

    • DRP Workbook

    11. Appendix

    The following tools and templates are also included as part of this blueprint to use as needed to supplement the core steps above:

    • DRP Incident Response Management Tool
    • DRP Vendor Evaluation Questionnaire
    • DRP Vendor Evaluation Tool
    • Severity Definitions and Escalation Rules Template
    • BCP-DRP Fitness Assessment
    [infographic]

    Workshop: Create a Right-Sized Disaster Recovery 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 Define Parameters for Your DRP

    The Purpose

    Identify key applications and dependencies based on business needs.

    Key Benefits Achieved

    Understand the entire IT “footprint” that needs to be recovered for key applications. 

    Activities

    1.1 Assess current DR maturity.

    1.2 Determine critical business operations.

    1.3 Identify key applications and dependencies.

    Outputs

    Current challenges identified through a DRP Maturity Scorecard.

    Key applications and dependencies documented in the Business Impact Analysis (BIA) Tool.

    2 Determine the Desired Recovery Timeline

    The Purpose

    Quantify application criticality based on business impact.

    Key Benefits Achieved

    Appropriate recovery time and recovery point objectives defined (RTOs/RPOs).

    Activities

    2.1 Define an objective scoring scale to indicate different levels of impact.

    2.2 Estimate the impact of downtime.

    2.3 Determine desired RTO/RPO targets for applications based on business impact.

    Outputs

    Business impact analysis scoring criteria defined.

    Application criticality validated.

    RTOs/RPOs defined for applications and dependencies.

    3 Determine the Current Recovery Timeline and DR Gaps

    The Purpose

    Determine your baseline DR capabilities (your current state).

    Key Benefits Achieved

    Gaps between current and desired DR capability are quantified.

    Activities

    3.1 Conduct a tabletop exercise to determine current recovery procedures.

    3.2 Identify gaps between current and desired capabilities.

    3.3 Estimate likelihood and impact of failure of individual dependencies.

    Outputs

    Current achievable recovery timeline defined (i.e. the current state).

    RTO/RPO gaps identified.

    Critical single points of failure identified.

    4 Create a Project Roadmap to Close DR Gaps

    The Purpose

    Identify and prioritize projects to close DR gaps.

    Key Benefits Achieved

    DRP project roadmap defined that will reduce downtime and data loss to acceptable levels.

    Activities

    4.1 Determine what projects are required to close the gap between current and desired DR capability.

    4.2 Prioritize projects based on cost, effort, and impact on RTO/RPO reduction.

    4.3 Validate that the suggested projects will achieve the desired DR capability.

    Outputs

    Potential DR projects identified.

    DRP project roadmap defined.

    Desired-state incident response plan defined, and project roadmap validated.

    5 Establish a Framework for Documenting Your DRP, and Summarize Next Steps

    The Purpose

    Outline how to create concise, usable DRP documentation.

    Summarize workshop results. 

    Key Benefits Achieved

    A realistic and practical approach to documenting your DRP.

    Next steps documented. 

    Activities

    5.1 Outline a strategy for using flowcharts and checklists to create concise, usable documentation.

    5.2 Review Info-Tech’s DRP templates for creating system recovery procedures and a DRP summary document.

    5.3 Summarize the workshop results, including current potential downtime and action items to close gaps.

    Outputs

    Current-state and desired-state incident response plan flowcharts.

    Templates to create more detailed documentation where necessary.

    Executive communication deck that outlines current DR gaps, how to close those gaps, and recommended next steps.

    Further reading

    Create a Right-Sized Disaster Recovery Plan

    Close the gap between your DR capabilities and service continuity requirements.

    ANALYST PERSPECTIVE

    An effective disaster recovery plan (DRP) is not just an insurance policy.

    "An effective DRP addresses common outages such as hardware and software failures, as well as regional events, to provide day-to-day service continuity. It’s not just insurance you might never cash in. Customers are also demanding evidence of an effective DRP, so organizations without a DRP risk business impact not only from extended outages but also from lost sales. If you are fortunate enough to have executive buy-in, whether it’s due to customer pressure or concern over potential downtime, you still have the challenge of limited time to dedicate to disaster recovery (DR) planning. Organizations need a practical but structured approach that enables IT leaders to create a DRP without it becoming their full-time job."

    Frank Trovato,

    Research Director, Infrastructure

    Info-Tech Research Group

    Is this research for you?

    This Research Is Designed For:

    • Senior IT management responsible for executing DR.
    • Organizations seeking to formalize, optimize, or validate an existing DRP.
    • Business continuity management (BCM) professionals leading DRP development.

    This Research Will Help You:

    • Create a DRP that is aligned with business requirements.
    • Prioritize technology enhancements based on DR requirements and risk-impact analysis.
    • Identify and address process and technology gaps that impact DR capabilities and day-to-day service continuity.

    This Research Will Also Assist:

    • Executives who want to understand the time and resource commitment required for DRP.
    • Members of BCM and crisis management teams who need to understand the key elements of an IT DRP.

    This Research Will Help Them:

    • Scope the time and effort required to develop a DRP.
    • Align business continuity, DR, and crisis management plans.

    Executive summary

    Situation

    • Any time a natural disaster or major IT outage occurs, it increases executive awareness and internal pressure to create a DRP.
    • Industry standards and government regulations are driving external pressure to develop business continuity and IT DR plans.
    • Customers are asking suppliers and partners to provide evidence that they have a workable DRP before agreeing to do business.

    Complication

    • Traditional DRP templates are onerous and result in a lengthy, dense plan that might satisfy auditors, but will not be effective in a crisis.
    • The myth that a DRP is only for major disasters leaves organizations vulnerable to more common incidents.
    • The growing use of outsourced infrastructure services has increased reliance on vendors to meet recovery timeline objectives.

    Resolution

    • Create an effective DRP by following a structured process to discover current capabilities and define business requirements for continuity:
      • Define appropriate objectives for service downtime and data loss based on business impact.
      • Document an incident response plan that captures all of the steps from event detection to data center recovery.
      • Create a DR roadmap to close gaps between current DR capabilities and recovery objectives.

    Info-Tech Insight

    1. At its core, DR is about ensuring service continuity. Create a plan that can be leveraged for both isolated and catastrophic events.
    2. Remember Murphy’s Law. Failure happens. Focus on improving overall resiliency and recovery, rather than basing DR on risk probability analysis.
    3. Cost-effective DR and service continuity starts with identifying what is truly mission critical so you can focus resources accordingly. Not all services require fast failover.

    An effective DRP is critical to reducing the cost of downtime

    If you don’t have an effective DRP when failure occurs, expect to face extended downtime and exponentially rising costs due to confusion and lack of documented processes.

    Image displayed is a graph that shows that delay in recovery causes exponential revenue loss.

    Potential Lost Revenue

    The impact of downtime tends to increase exponentially as systems remain unavailable (graph at left). A current, tested DRP will significantly improve your ability to execute systems recovery, minimizing downtime and business impact. Without a DRP, IT is gambling on its ability to define and implement a recovery strategy during a time of crisis. At the very least, this means extended downtime – potentially weeks or months – and substantial business impact.

    Adapted from: Philip Jan Rothstein, 2007

    Cost of Downtime for the Fortune 1000

    Cost of unplanned apps downtime per year: $1.25B to $2.5B.

    Cost of critical apps failure per hour: $500,000 to $1M.

    Cost of infrastructure failure per hour: $100,000.

    35% reported to have recovered within 12 hours.

    17% of infrastructure failures took more than 24 hours to recover.

    13% of application failures took more than 24 hours to recover.

    Source: Stephen Elliot, 2015

    Info-Tech Insight

    The cost of downtime is rising across the board, and not just for organizations that traditionally depend on IT (e.g. e-commerce). Downtime cost increase since 2010:

    Hospitality: 129% increase

    Transportation: 108% increase

    Media organizations: 104% increase

    An effective DRP also sets clear recovery objectives that align with system criticality to optimize spend

    The image displays a disaster recovery plan example, where different tiers are in place to support recovery in relation to time.

    Take a practical approach that creates a more concise and actionable DRP

    DR planning is not your full-time job, so it can’t be a resource- and time-intensive process.

    The Traditional Approach Info-Tech’s Approach

    Start with extensive risk and probability analysis.

    Challenge: You can’t predict every event that can occur, and this delays work on your actual recovery procedures.

    Focus on how to recover regardless of the incident.

    We know failure will happen. Focus on improving your ability to failover to a DR environment so you are protected regardless of what causes primary site failure.

    Build a plan for major events such as natural disasters.

    Challenge: Major destructive events only account for 12% of incidents while software/hardware issues account for 45%. The vast majority of incidents are isolated local events.

    An effective DRP improves day-to-day service continuity, and is not just for major events.

    Leverage DR planning to address both common (e.g. power/network outage or hardware failure) as well as major events. It must be documentation you can use, not shelfware.

    Create a DRP manual that provides step-by-step instructions that anyone could follow.

    Challenge: The result is lengthy, dense manuals that are difficult to maintain and hard to use in a crisis. The usability of DR documents has a direct impact on DR success.

    Create concise documentation written for technical experts.

    Use flowcharts, checklists, and diagrams. They are more usable in a crisis and easier to maintain. You aren’t going to ask a business user to recover your SQL Server databases, so you can afford to be concise.

    DR must be integrated with day-to-day incident management to ensure service continuity

    When a tornado takes out your data center, it’s an obvious DR scenario and the escalation towards declaring a disaster is straightforward.

    The challenge is to be just as decisive in less-obvious (and more common) DR scenarios such as a critical system hardware/software failure, and knowing when to move from incident management to DR. Don’t get stuck troubleshooting for days when you could have failed over in hours.

    Bridge the gap with clearly-defined escalation rules and criteria for when to treat an incident as a disaster.

    Image displays two graphs. The graph on the left measures the extent that service management processes account for disasters by the success meeting RTO and RPO. The graph on the right is a double bar graph that shows DRP being integrated and not integrated in the following categories: Incident Classifications, Severity Definitions, Incident Models, Escalation Procedures. These are measured based on the success meeting RTO and RPO.

    Source: Info-Tech Research Group; N=92

    Myth busted: The DRP is separate from day-to-day ops and incident management.

    The most common threats to service continuity are hardware and software failures, network outages, and power outages

    The image displayed is a bar graph that shows the common threats to service continuity. There are two areas of interest that have labels. The first is: 45% of service interruptions that went beyond maximum downtime guidelines set by the business were caused by software and hardware issues. The second label is: Only 12% of incidents were caused by major destructive events.

    Source: Info-Tech Research Group; N=87

    Info-Tech Insight

    Does this mean I don’t need to worry about natural disasters? No. It means DR planning needs to focus on overall service continuity, not just major disasters. If you ignore the more common but less dramatic causes of service interruptions, you are diminishing the business value of a DRP.

    Myth busted: DRPs are just for destructive events – fires, floods, and natural disasters.

    DR isn’t about identifying risks; it’s about ensuring service continuity

    The traditional approach to DR starts with an in-depth exercise to identify risks to IT service continuity and the probability that those risks will occur.

    Here’s why starting with a risk register is ineffective:

    • Odds are, you won’t think of every incident that might occur. If you think of twenty risks, it’ll be the twenty-first that gets you. If you try to guard against that twenty-first risk, you can quickly get into cartoonish scenarios and much more costly solutions.
    • The ability to failover to another site mitigates the risk of most (if not all) incidents (fire, flood, hardware failure, tornado, etc.). A risk and probability analysis doesn’t change the need for a plan that includes a failover procedure.

    Where risk is incorporated in this methodology:

    • Use known risks to further refine your strategy (e.g. if you are prone to hurricanes, plan for greater geographic separation between sites; ensure you have backups, in addition to replication, to mitigate the risk of ransomware).
    • Identify risks to your ability to execute DR (e.g. lack of cross-training, backups that are not tested) and take steps to mitigate those risks.

    Myth busted: A risk register is the critical first step to creating an effective DR plan.

    You can’t outsource accountability and you can’t assume your vendor’s DR capabilities meet your needs

    Outsourcing infrastructure services – to a cloud provider, co-location provider, or managed service provider (MSP) – can improve your DR and service continuity capabilities. For example, a large public cloud provider will generally have:

    • Redundant telecoms service providers, network infrastructure, power feeds, and standby power.
    • Round-the-clock infrastructure and security monitoring.
    • Multiple data centers in a given region, and options to replicate data and services across regions.

    Still, failure is inevitable – it’s been demonstrated multiple times1 through high-profile outages. When you surrender direct control of the systems themselves, it’s your responsibility to ensure the vendor can meet your DR requirements, including:

    • A DR site and acceptable recovery times for systems at that site.
    • An acceptable replication/backup schedule.

    Sources: Kyle York, 2016; Shaun Nichols, 2017; Stephen Burke, 2017

    Myth busted: I outsource infrastructure services so I don’t have to worry about DR. That’s my vendor’s responsibility.

    Choose flowcharts over process guides, checklists over procedures, and diagrams over descriptions

    IT DR is not an airplane disaster movie. You aren’t going to ask a business user to execute a system recovery, just like you wouldn’t really want a passenger with no flying experience to land a plane.

    In reality, you write a DR plan for knowledgeable technical staff, which allows you to summarize key details your staff already know. Concise, visual documentation is:

    • Quicker to create.
    • Easier to use.
    • Simpler to maintain.

    "Without question, 300-page DRPs are not effective. I mean, auditors love them because of the detail, but give me a 10-page DRP with contact lists, process flows, diagrams, and recovery checklists that are easy to follow."

    – Bernard Jones, MBCI, CBCP, CORP, Manager Disaster Recovery/BCP, ActiveHealth Management

    A graph is displayed. It shows a line graph where the DR success is higher by using flowcharts, checklists, and diagrams.

    Source: Info-Tech Research Group; N=95

    *DR Success is based on stated ability to meet recovery time objectives (RTOs) and recovery point objectives (RPOs), and reported confidence in ability to consistently meet targets.

    Myth busted: A DRP must include every detail so anyone can execute recovery.

    A DRP is part of an overall business continuity plan

    A DRP is the set of procedures and supporting documentation that enables an organization to restore its core IT services (i.e. applications and infrastructure) as part of an overall business continuity plan (BCP), as described below. Use the templates, tools, and activities in this blueprint to create your DRP.

    Overall BCP
    IT DRP BCP for Each Business Unit Crisis Management Plan
    A plan to restore IT services (e.g. applications and infrastructure) following a disruption. This includes:
    • Identifying critical applications and dependencies.
    • Defining an appropriate (desired) recovery timeline based on a business impact analysis (BIA).
    • Creating a step-by-step incident response plan.
    A set of plans to resume business processes for each business unit. Info-Tech’s Develop a Business Continuity Plan blueprint provides a methodology for creating business unit BCPs as part of an overall BCP for the organization. A set of processes to manage a wide range of crises, from health and safety incidents to business disruptions to reputational damage. This includes emergency response plans, crisis communication plans, and the steps to invoke BC/DR plans when applicable. Info-Tech’s Implement Crisis Management Best Practices blueprint provides a structured approach to develop a crisis management process.

    Note: For DRP, we focus on business-facing IT services (as opposed to the underlying infrastructure), and then identify required infrastructure as dependencies (e.g. servers, databases, network).

    Take a practical but structured approach to creating a concise and effective DRP

    Image displayed shows the structure of this blueprint. It shows the structure of phases 1-4 and the related tools and templates for each phase.

    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

    Info-Tech advisory services deliver measurable value

    Info-Tech members save an average of $22,983 and 22 days by working with an Info-Tech analyst on DRP (based on client response data from Info-Tech Research Group’s Measured Value Survey, following analyst advisory on this blueprint).

    Why do members report value from analyst engagement?

    1. Expert advice on your specific situation to overcome obstacles and speed bumps.
    2. Structured project and guidance to stay on track.
    3. Project deliverables review to ensure the process is applied properly.

    Guided implementation overview

    Your trusted advisor is just a call away.

    Define DRP scope (Call 1)

    Scope requirements, objectives, and your specific challenges. Identify applications/ systems to focus on first.

    Define current status and system dependencies (Calls 2-3)

    Assess current DRP maturity. Identify system dependencies.

    Conduct a BIA (Calls 4-6)

    Create an impact scoring scale and conduct a BIA. Identify RTO and RPO for each system.

    Recovery workflow (Calls 7-8)

    Create a recovery workflow based on tabletop planning. Identify gaps in recovery capabilities.

    Projects and action items (Calls 9-10)

    Identify and prioritize improvements. Summarize results and plan next steps.

    Your guided implementations will pair you with an advisor from our analyst team for the duration of your DRP project.

    Workshop overview

    Contact your account representative or email Workshops@InfoTech.com for more information.

    Image displays the workshop overview for this blueprint. It is a workshop that runs for 4 days and covers various activities and produces many deliverables.

    End-user complaints distract from serious IT-based risks to business continuity

    Case Study

    Industry: Manufacturing
    Source: Info-Tech Research Group Client Engagement

    A global manufacturer with annual sales over $1B worked with Info-Tech to improve DR capabilities.

    DRP BIA

    Conversations with the IT team and business units identified the following impact of downtime over 24 hours:

    • Email: Direct Cost: $100k; Goodwill Impact Score: 8.5/16
    • ERP: Direct Cost: $1.35mm; Goodwill Impact Score: 12.5/16

    Tabletop Testing and Recovery Capabilities

    Reviewing the organization’s current systems recovery workflow identified the following capabilities:

    • Email: RTO: minutes, RPO: minutes
    • ERP: RTO: 14 hours, RPO: 24 hours

    Findings

    Because of end-user complaints, IT had invested heavily in email resiliency though email downtime had a relatively minimal impact on the business. After working through the methodology, it was clear that the business needed to provide additional support for critical systems.

    Insights at each step:

    Identify DR Maturity and System Dependencies

    Conduct a BIA

    Outline Incident Response and Recovery Workflow With Tabletop Exercises

    Mitigate Gaps and Risks

    Create a Right-Sized Disaster Recovery Plan

    Phase 1

    Define DRP Scope, Current Status, and Dependencies

    Step 1.1: Set Scope, Kick-Off the DRP Project, and Create a Charter

    This step will walk you through the following activities:

    • Establish a team for DR planning.
    • Retrieve and review existing, relevant documentation.
    • Create a project charter.

    This step involves the following participants:

    • DRP Coordinator
    • DRP Team (Key IT SMEs)
    • IT Managers

    Results and Insights

    • Set scope for the first iteration of the DRP methodology.
    • Don’t try to complete your DR and BCPs all at once.
    • Don’t bite off too much at once.

    Kick-off your DRP project

    You’re ready to start your DR project.

    This could be an annual review – but more likely, this is the first time you’ve reviewed the DR plan in years.* Maybe a failed audit might have provided a mandate for DR planning, or a real disaster might have highlighted gaps in DR capabilities. First, set appropriate expectations for what the project is and isn’t, in terms of scope, outputs, and resource commitments. Very few organizations can afford to hire a full-time DR planner, so it’s likely this won’t be your full-time job. Set objectives and timelines accordingly.

    Gather a team

    • Often, DR efforts are led by the infrastructure and operations leader. This person can act as the DRP coordinator or may delegate this role.
    • Key infrastructure subject-matter experts (SMEs) are usually part of the team and involved through the project.

    Find and review existing documentation

    • An existing DRP may have information you can re-purpose rather than re-create.
    • High-level architecture diagrams and network diagrams can help set scope (and will become part of your DR kit).
    • Current business-centric continuity of operations plans (COOPs) or BCPs are important to understand.

    Set specific, realistic objectives

    • Create a project charter (see next slide) to record objectives, timelines, and assumptions.
    *Only 20% of respondents to an Info-Tech Research Group survey (N=165) had a complete DRP; only 38% of respondents with a complete or mostly complete DRP felt it would be effective in a crisis.

    List DRP drivers and challenges

    1(a) Drivers and roadblocks

    Estimated Time: 30 minutes

    Identify the drivers and challenges to completing a functional DRP plan with the core DR team.

    DRP Drivers

    • Past outages (be specific):
      • Hardware and software failures
      • External network and power outages
      • Building damage
      • Natural disaster(s)
    • Audit findings
    • Events in the news
    • Other?

    DRP Challenges

    • Lack of time
    • Insufficient DR budget
    • Lack of executive support
    • No internal DRP expertise
    • Challenges making the case for DRP
    • Other?

    Write down insights from the meeting on flip-chart paper or a whiteboard and use the findings to inform your DRP project (e.g. challenges to address).

    Clarify expectations with a project charter

    1(b) DRP Project Charter Template

    DRP Project Charter Template components:

    Define project parameters, roles, and objectives, and clarify expectations with the executive team. Specific subsections are listed below and described in more detail in the remainder of this phase.

    • Project Overview: Includes objectives, deliverables, and scope. Leverage relevant notes from the “Project Drivers” brainstorming exercise (e.g. past outages and near misses which help make the case).
    • Governance and Management: Includes roles, responsibilities, and resource requirements.
    • Project Risks, Assumptions, and Constraints: Includes risks and mitigation strategies, as well as any assumptions and constraints.
    • Project Sign-Off: Includes IT and executive sign-off (if required).

    Note: Identify the initial team roles and responsibilities first so they can assist in defining the project charter.

    The image is a screenshot of the first page of the DRP Project Charter Template.

    Step 1.2: Assess Current State DRP Maturity

    This step will walk you through the following activities:

    • Complete Info-Tech’s DRP Maturity Scorecard.

    This step involves the following participants:

    • DRP Coordinator
    • IT SMEs

    Results and Insights

    • Identify the current state of the organization’s DRP and continuity management. Set a baseline for improvement.
    • Discover where improvement is most needed to create an effective plan.

    Only 38% of IT departments believe their DRPs would be effective in a real crisis

    Even organizations with documented DRPs struggle to make them actionable.

    • Even when a DRP does become a priority (e.g. due to regulatory or customer drivers), the challenge is knowing where to start and having a methodical step-by-step process for doing the work. With no guide to plan and resource the project, it becomes work that you complete piecemeal when you aren’t working on other projects, or at night after the kids go to bed.
    • Far too many organizations create a document to satisfy auditors rather than creating a usable plan. People in this group often just want a fill-in-the-blanks template. What they will typically find is a template for the traditional 300-page manual that goes in a binder that sits on a shelf, is difficult to maintain, and is not effective in a crisis.
    Two bar graphs are displayed. The graph on the left shows that only 20% of survey respondents indicate they have a complete DRP. The graph on the right shows that 38% of those who have a mostly completed or full DRP actually feel it would be effective in a crisis.

    Use the DRP Maturity Scorecard to assess the current state of your DRP and identify areas to improve

    1(c) DRP Maturity Scorecard

    Info-Tech’s DRP Maturity Scorecard evaluates completion status and process maturity for a comprehensive yet practical assessment across three aspects of an effective DRP program – Defining Requirements, Implementation, and Maintenance.

    Image has three boxes. One is labelled Completion status, another below it is labelled Process Maturity. There is an addition sign in between them. With an arrow leading from both boxes is another box that is labelled DRP Maturity Assessment

    Completion Status: Reflects the progress made with each component of your DRP Program.

    Process Maturity: Reflects the consistency and quality of the steps executed to achieve your completion status.

    DRP Maturity Assessment: Each component (e.g. BIA) of your DRP Program is evaluated based on completion status and process maturity to provide an accurate holistic assessment. For example, if your BIA completion status is 4 out of 5, but process maturity is a 2, then requirements were not derived from a consistent defined process. The risk is inconsistent application prioritization and misalignment with actual business requirements.

    Step 1.3: Identify Applications, Systems, and Dependencies

    This step will walk you through the following activities:

    • Identify systems, applications, and services, and the business units that use them.
    • Document applications, systems, and their dependencies in the DRP Business Impact Analysis Tool.

    This step involves the following participants:

    • DRP Coordinator
    • DRP Team

    Results and Insights

    • Identify core services and the applications that depend on them.
    • Add applications and dependencies to the DRP Business Impact Analysis Tool.

    Select 5-10 services to get started on the DRP methodology

    1(d) High-level prioritization

    Estimated Time: 30 minutes

    Working through the planning process the first time can be challenging. If losing momentum is a concern, limit the BIA to a few critical systems to start.

    Run this exercise if you need a structured exercise to decide where to focus first and identify the business users you should ask for input on the impact of system downtime.

    1. On a whiteboard or flip-chart paper, list business units in a column on the left. List key applications/systems in a row at the top. Draw a grid.
    2. At a high level, review how applications are used by each unit. Take notes to keep track of any assumptions you make.
      • Add a ✓ if members of the unit use the application or system.
      • Add an ✱ if members of the unit are heavy users of the application or system and/or use it for time sensitive tasks.
      • Leave the box blank if the app isn’t used by this unit.
    3. Use the chart to prioritize systems to include in the BIA (e.g. systems marked with an *) but also include a few less-critical systems to illustrate DRP requirements for a range of systems.

    Image is an example of what one could complete from step 1(d). There is a table shown. In the column on the left lists sales, marketing, R&D, and Finance. In the top row, there is listed: dialer, ERP. CRM, Internet, analytics, intranet

    Application Notes
    CRM
    • Supports time-critical sales and billing processes.
    Dialer
    • Used for driving the sales-call queue, integration with CRM.

    Draw a high-level sketch of your environment

    1(e) Sketch your environment

    Estimated Time: 1-2 hours

    A high-level topology or architectural diagram is an effective way to identify dependencies, application ownership, outsourced services, hardware redundancies, and more.

    Note:

    • Network diagrams or high-level architecture diagrams help to identify dependencies and redundancies. Even a rough sketch is a useful reference tool for participants, and will be valuable documentation in the final DR plan.
    • Keep the drawings tidy. Visualize the final diagram before you start to draw on the whiteboard to help with spacing and placement.
    • Collaborate with relevant SMEs to identify dependencies. Keep the drawing high-level.
    • Illustrate connections between applications or components with lines. Use color coding to illustrate where applications are hosted (e.g. in-house, at a co-lo, in a cloud or MSP environment).
    Example of a high-level topology or architectural diagram

    Document systems and dependencies

    Collaborate with system SMEs to identify dependencies for each application or system. Document the dependencies in the DRP Business Impact Analysis Tool (see image below)

    • When listing applications, focus on business-facing systems or services that business users will recognize and use terminology they’ll understand.
    • Group infrastructure components that support all other services as a single core infrastructure service to simplify dependency mapping (e.g. core router, virtual hosts, ID management, and DNS).
    • In general, each data center will have its own core infrastructure components. List each data center separately – especially if different services are hosted at each data center.
    • Be specific when documenting dependencies. Use existing asset tracking tables, discovery tools, asset management records, or configuration management tools to identify specific server names.
    • Core infrastructure dependencies, such as the network infrastructure, power supply, and centralized storage, will be a common set of dependencies for most applications, so group these into a separate category called “Core Infrastructure” to minimize repetition in your DR planning.
    • Document production components in the BIA tool. Capture in-production, redundant components performing the same work on a single dependency line. List standby systems in the notes.

    Info-Tech Best Practice

    In general, visual documentation is easier to use in a crisis and easier to maintain over time. Use Info-Tech’s research to help build your own visual SOPs.

    Document systems and dependencies

    1(f) DRP Business Impact Analysis Tool – Record systems and dependencies

    A screenshot of Info-Tech's DRP Business Impact Analysis Tool.

    Stories from the field: Info-Tech clients find value in Phase 1 in the following ways

    An organization uncovers a key dependency that needed to be treated as a Tier 1 system

    Reviewing the entire ecosystem for applications identified key dependencies that were previously considered non-critical. For example, a system used to facilitate secure data transfers was identified as a key dependency for payroll and other critical business processes, and elevated to Tier 1.

    A picture’s worth a thousand words (and 1600 servers)

    Drawing a simple architectural diagram was an invaluable tool to identify key dependencies and critical systems, and to understand how systems and dependencies were interconnected. The drawing was an aha moment for IT and business stakeholders trying to make sense of their 1600-server environment.

    Make the case for DRP

    A member of the S&P 500 used Info-Tech’s DRP Maturity Scorecard to provide a reliable objective assessment and make the case for improvements to the board of directors.

    State government agency initiates a DRP project to complement an existing COOP

    Info-Tech's DRP Project Charter enabled the CIO to clarify their DRP project scope and where it fit into their overall COOP. The project charter example provided much of the standard copy – objectives, scope, project roles, methodology, etc. – required to outline the project.

    Phase 1: Insights and accomplishments

    Image has two screenshots from Info-Tech's Phase 1 tools and templates.

    Created a charter and identified current maturity

    Image has two screenshots. One is from Info-Tech's DRP Business Impact Analysis Tool and the other is from the example in step 1(d).

    Identified systems and dependencies for the BIA

    Summary of Accomplishments:

    • Created a DRP project charter.
    • Completed the DRP Maturity Scorecard and identified current DRP maturity.
    • Prioritized applications/systems for a first pass through DR planning.
    • Identified dependencies for each application and system.

    Up Next: Conduct a BIA to establish recovery requirements

    Create a Right-Sized Disaster Recovery Plan

    Phase 2

    Conduct a BIA to Determine Acceptable RTOs and RPOs

    Step 2.1: Define an Objective Impact Scoring Scale

    This step will walk you through the following activities:

    • Create a scoring scale to measure the business impact of application and system downtime.

    This step involves the following participants:

    • DRP Coordinator
    • DRP Team

    Results and Insights

    • Use a scoring scale tied to multiple categories of real business impact to develop a more objective assessment of application and system criticality.

    Align capabilities to appropriate and acceptable RTOs and RPOs with a BIA

    Too many organizations avoid a BIA because they perceive it as onerous or unneeded. A well-managed BIA is straightforward and the benefits are tangible.

    A BIA enables you to identify appropriate spend levels, maintain executive support, and prioritize DR planning for a more successful outcome. Info-Tech has found that a BIA has a measurable impact on the organization’s ability to set appropriate objectives and investment goals.

    Two bar graphs are depicted. The one on the left shows 93% BIA impact on appropriate RTOs. The graph on the right shows that with BIA, there is 86% on BIA impact on appropriate spending.

    Info-Tech Insight

    Business input is important, but don’t let a lack of it delay a draft BIA. Complete a draft based on your knowledge of the business. Create a draft within IT, and use it to get input from business leaders. It’s easier to edit estimates than to start from scratch; even weak estimates are far better than a blank sheet.

    Pick impact categories that are relevant to your business to develop a holistic view of business impact

    Direct Cost Impact Categories

    • Revenue: permanently lost revenue.
      • Example: one third of daily sales are lost due to a website failure.
    • Productivity: lost productivity.
      • Example: finance staff can’t work without the accounting system.
    • Operating costs: additional operating costs.
      • Example: temporary staff are needed to re-key data.
    • Financial penalties: fines/penalties that could be incurred due to downtime.
      • Example: failure to meet contractual service-level agreements (SLAs) for uptime results in financial penalties.

    Goodwill, Compliance, and Health and Safety Categories

    • Stakeholder goodwill: lost customer, staff, or business partner goodwill due to harm, frustration, etc.
      • Example: customers can’t access needed services because the website is down.
      • Example: a payroll system outage delays paychecks for all staff.
      • Example: suppliers are paid late because the purchasing system is down.
    • Compliance, health, and safety:
      • Example: financial system downtime results in a missed tax filing.
      • Example: network downtime disconnects security cameras.

    Info-Tech Insight

    You don’t have to include every impact category in your BIA. Include categories that could affect your business. Defer or exclude other categories. For example, the bulk of revenue for governmental organizations comes from taxes, which won’t be permanently lost if IT systems fail.

    Modify scoring criteria to help you measure the impact of downtime

    The scoring scales define different types of business impact (e.g. costs, lost goodwill) using a common four-point scale and 24-hour timeframe to simplify BIA exercises and documentation.

    Use the suggestions below as a guide as you modify scoring criteria in the DRP Business Impact Analysis Tool:

    • All the direct cost categories (revenue, productivity, operating costs, financial penalties) require the user to define only a maximum value; the tool will populate the rest of the criteria for that category. Use the suggestions below to find the maximum scores for each of the direct cost categories:
      • Revenue: Divide total revenue for the previous year by 365 to estimate daily revenue. Assume this is the most revenue you could lose in a day, and use this number as the top score.
      • Loss of Productivity: Divide fully-loaded labor costs for the organization by 365 to estimate daily productivity costs. Use this as a proxy measure for the work lost if all business stopped for one day.
      • Increased Operating Costs: Isolate this to known additional costs that result from a disruption (e.g. costs for overtime or temporary staff). Estimate the maximum cost for the organization.
      • Financial Penalties: Isolate this to known financial penalties (e.g. due to failure to meet SLAs or compliance requirements). Use the estimated maximum penalty as the highest value on the scale.
    • Impact on Goodwill: Use an estimate of the percentage of all stakeholders impacted to assess goodwill impact.
    • Impact on Compliance; Impact on Health and Safety: The BIA tool contains default scoring criteria that account for the severity of the impact, the likelihood of occurrence, and in the case of compliance, whether a grace period is available. Use this scale as-is, or adapt this scale to suit your needs.

    Modify the default scoring scale in the DRP Business Impact Analysis Tool to reflect your organization

    2(a) DRP Business Impact Analysis Tool – Scoring criteria


    A screenshot of Info-Tech's DRP Business Impact Analysis Tool's scoring criteria

    Step 2.2: Estimate the Impact of Downtime

    This step will walk you through the following activities:

    • Identify the business impact of service/system/application downtime.

    This step involves the following participants:

    • DRP Coordinator
    • DRP Team
    • IT Service SMEs
    • Business-Side Technology Owners (optional)

    Results and Insights

    • Apply the scoring scale to develop a more objective assessment of the business impact of downtime.
    • Create criticality tiers based on the business impact of downtime.

    Estimate the impact of downtime for each system and application

    2(b) Estimate the impact of systems downtime

    Estimated Time: 3 hours

    On tab 3 of the DRP Business Impact Analysis Tool indicate the costs of downtime, as described below:

    1. Have a copy of the “Scoring Criteria” tab available to use as a reference (e.g. printed or on a second display). In tab 3 use the drop-down menu to assign a score of 0 to 4 based on levels of impact defined in the “Scoring Criteria” tab.
    2. Work horizontally across all categories for a single system or application. This will familiarize you with your scoring scales for all impact categories, and allow you to modify the scoring scales if needed before you proceed much further.
    3. For example, if a core call center phone system was down:

    • Loss of Revenue would be the portion of sales revenue generated through the call center. This might score a 1 or 2 depending on the percent of sales that are processed by the call center.
    • The Impact on Customers might be a 2 or 3 depending on the extent that some customers might be using the call center to receive support or purchase new products or services.
    • The Legal/Regulatory Compliance and Health or Safety Risk might be a 0, as the call center has no impact in either area.
  • Next, work vertically across all applications or systems within a single impact category. This will allow you to compare scores within the category as you create them to ensure internal consistency.
  • Add impact scores to the DRP Business Impact Analysis Tool

    2(c) DRP Business Impact Analysis Tool

    Screenshot of Info-Tech's DRP Business Impact Analysis Tool

    Record business reasons and assumptions that drive BIA scores

    2(d) DRP BIA Scoring Context Example

    Info-Tech suggests that IT leadership and staff identify the impact of downtime first to create a version that you can then validate with relevant business owners. As you work through the BIA as a team, have a notetaker record assumptions you make to help you explain the results and drive business engagement and feedback.

    Some common assumptions:

    • You can’t schedule a disaster, so Info-Tech suggests you assume the worst possible timing for downtime. Base the impact of downtime on the worst day for a disaster (e.g. year-end close, payroll run).
    • Record assumptions made about who and what are impacted by system downtime.
    • Record assumptions made about impact severity.
    • If you deviate from the scoring scale, or if a particular impact doesn’t fit well into the defined scoring scale, document the exception.

    Screenshot of Info-Tech's DRP BIA Scoring Context Example

    Use Info-Tech’s DRP BIA Scoring Context Example as a note-taking template.

    Info-Tech Insight

    You can’t build a perfect scoring scale. It’s fine to make reasonable assumptions based on your judgment and knowledge of the business. Just write down your assumptions. If you don’t write them down, you’ll forget how you arrived at that conclusion.

    Assign a criticality rating based on total direct and indirect costs of downtime

    2(e) DRP Business Impact Analysis Tool – Assign criticality tiers

    Once you’ve finished estimating the impact of downtime, use the following rough guideline to create an initial sort of applications into Tiers 1, 2, and 3.

    1. In general, sort applications based on the Total Impact on Goodwill, Compliance, and Safety first.
      • An effective tactic for a quick sort: assign a Tier 1 rating where scores are 50% or more of the highest total score, Tier 2 where scores are between 25% and 50%, and Tier 3 where scores are below 25%. Some organizations will also include a Tier 0 for the highest-scoring systems.
      • Then review and validate these scores and assignments.
    2. Next, consider the Total Cost of Downtime.
      • The Total Cost is calculated by the tool based on the Scoring Criteria in tab 2 and the impact scores on tab 3.
      • Decide if the total cost impact justifies increasing the criticality rating (e.g. from Tier 2 to Tier 1 due to high cost impact).
    3. Review the assigned impact scores and tiers to check that they’re in alignment. If you need to make an exception, document why. Keep exceptions to a minimum.

    Example: Highest total score is 12

    Screenshot of Info-Tech's DRP Business Impact Analysis Tool

    Step 2.3: Determine Acceptable RTO/RPO Targets

    This step will walk you through the following activities:

    • Review the “Debate Space” approach to setting RTO and RPO (recovery targets).
    • Set preliminary RTOs and RPOs by criticality tier.

    This step involves the following participants:

    • DRP Coordinator
    • DRP Team

    Results and Insights

    • Align recovery targets with the business impact of downtime and data loss.

    Use the “Debate Space” approach to align RTOs and RPOs with the impact of downtime

    The business must validate acceptable and appropriate RTOs and RPOs, but IT can use the guidelines below to set an initial estimate.

    Right-size recovery.

    A shorter RTO typically requires higher investment. If a short period of downtime has minimal impact, setting a low RTO may not be justifiable. As downtime continues, impact begins to increase exponentially to a point where downtime is intolerable – an acceptable RTO must be shorter than this. Apply the same thinking to RPOs – how much data loss is unnoticeable? How much is intolerable?

    A diagram to show the debate space in relation to RTOs and RPOs

    The “Debate Space” is between minimal impact and maximum tolerance for downtime.

    Estimate appropriate, acceptable RTOs and RPOs for each tier

    2(f) Set recovery targets

    Estimated Time: 30 minutes

    RTO and RPO tiers simplify management by setting similar recovery goals for systems and applications with similar criticality.

    Use the “Debate Space” approach to set appropriate and acceptable targets.

    1. For RTO, establish a recovery time range that is appropriate based on impact.
      • Overall, the RTO tiers might be 0-4 hours for gold, 4-24 hours for silver, and 24-48 hours for bronze.
    2. RPOs reflect target data protection measures.
      • Identify the lowest RPO within a tier and make that the standard.
      • For example, RPO for gold data might be five minutes, silver might be four hours, and bronze might be one day.
      • Use this as a guideline. RPO doesn’t always align perfectly with RTO tiers.
    3. Review RTOs and RPOs and make sure they accurately reflect criticality.

    Info-Tech Insight

    In general, the more critical the system, the shorter the RPO. But that’s not always the case. For example, a service bus might be Tier 1, but if it doesn’t store any data, RPO might be longer than other Tier 1 systems. Some systems may have a different RPO than most other systems in that tier. As long as the targets are acceptable to the business and appropriate given the impact, that’s okay.

    Add recovery targets to the DRP Business Impact Analysis Tool

    2(g) DRP Business Impact Analysis Tool – Document recovery objectives

    A screenshot of Info-Tech's DRP Business Impact Analysis Tool – Document recovery objectives

    Stories from the field: Info-Tech clients find value in Phase 2 in the following ways

    Most organizations discover something new about key applications, or the way stakeholders use them, when they work through the BIA and review the results with stakeholders. For example:

    Why complete a BIA? There could be a million reasons

    • A global manufacturer completed the DRP BIA exercise. When email went down, Service Desk phones lit up until it was resolved. That grief led to a high availability implementation for email. However, the BIA illustrated that ERP downtime was far more impactful.
    • ERP downtime would stop production lines, delay customer orders, and ultimately cost the business a million dollars a day.
    • The BIA results clearly showed that the ERP needed to be prioritized higher, and required business support for investment.

    Move from airing grievances to making informed decisions

    The DRP Business Impact Analysis Tool helped structure stakeholder consultations on DR requirements for a large university IT department. Past consultations had become an airing of grievances. Using objective impact scores helped stakeholders stay focused and make informed decisions around appropriate RTOs and RPOs.

    Phase 2: Insights and accomplishments

    Screenshots of the tools and templates from this phase.

    Estimated the business impact of downtime

    Screenshot of a tools from this phase

    Set recovery targets

    Summary of Accomplishments

    • Created a scoring scale tied to different categories of business impact.
    • Applied the scoring scale to estimate the business impact of system downtime.
    • Identified appropriate, acceptable RTOs and RPOs.

    Up Next:Conduct a tabletop planning exercise to establish current recovery capabilities

    Create a Right-Sized Disaster Recovery Plan

    Phase 3

    Identify and Address Gaps in the Recovery Workflow

    Step 3.1: Determine Current Recovery Workflow

    This step will walk you through the following activities:

    • Run a tabletop exercise.
    • Outline the steps for the initial response (notification, assessment, disaster declaration) and systems recovery (i.e. document your recovery workflow).
    • Identify any gaps and risks in your initial response and systems recovery.

    This step involves the following participants:

    • DRP Coordinator
    • IT Infrastructure SMEs (for systems in scope)
    • Application SMEs (for systems in scope)

    Results and Insights

    • Use a repeatable practical exercise to outline and document the steps you would use to recover systems in the event of a disaster, as well as identify gaps and risks to address.
    • This is also a knowledge-sharing opportunity for your team, and a practical means to get their insights, suggestions, and recovery knowledge down on paper.

    Tabletop planning: an effective way to test and document your recovery workflow

    In a tabletop planning exercise, the DRP team walks through a disaster scenario to map out what should happen at each stage, and effectively defines a high-level incident response plan (i.e. recovery workflow).

    Tabletop planning had the greatest impact on meeting recovery objectives (RTOs/RPOs) among survey respondents.

    A bar graph is displayed that shows that tabletop planning has the greatest impact on meeting recovery objectives (RTOs/RPOs) among survey respondents.

    *Note: Relative importance indicates the contribution an individual testing methodology, conducted at least annually, had on predicting success meeting recovery objectives, when controlling for all other types of tests in a regression model. The relative-importance values have been standardized to sum to 100%.

    Success was based on the following items:

    • RTOs are consistently met.
    • IT has confidence in the ongoing ability to meet RTOs.
    • RPOs are consistently met.
    • IT has confidence in the ongoing ability to meet RPOs.

    Why is tabletop planning so effective?

    • It enables you to play out a wider range of scenarios than technology-based testing (e.g. full-scale, parallel) due to cost and complexity factors.
    • It is non-intrusive, so it can be executed more frequently than other testing methodologies.
    • It easily translates into the backbone of your recovery documentation, as it allows you to review all aspects of your recovery plan.

    Focus first on IT DR

    Your DRP is IT contingency planning. It is not crisis management or BCP.

    The goal is to define a plan to restore applications and systems following a disruption. For your first tabletop exercise, Info-Tech recommends you use a non-life-threatening scenario that requires at least a temporary relocation of your data center (i.e. failing over to a DR site/environment). Assume a gas leak or burst water pipe renders the data center inaccessible. Power is shut off and IT must failover systems to another location. Once you create the master procedure, review the plan to ensure it addresses other scenarios.

    Info-Tech Insight

    When systems fail, you are faced with two high-level options: failover or recover in place. If you document the plan to failover systems to another location, you’ll have documented the core of your DR procedures. This differs from traditional scenario planning where you define separate plans for different what-if scenarios. The goal is one plan that can be adapted to different scenarios, which reduces the effort to build and maintain your DRP.

    Conduct a tabletop planning exercise to outline DR procedures in your current environment

    3(a) Tabletop planning

    Estimated Time: 2-3 hours

    For each high-level recovery step, do the following:

    1. On white cue cards:
      • Record the step.
      • Indicate the task owner (if required for clarity).
      • Note time required to complete the step. After the exercise, use this to build a running recovery time where 00:00 is when the incident occurred.
    2. On yellow cue cards, document gaps in people, process, and technology requirements to complete the step.
    3. On red cue cards, indicate risks (e.g. no backup person for a key staff member).
    An example is shown on what can be done during step 3(a). Three cue cards are showing in white, yellow, and red.

    Do:

    • Review the complete workflow from notification all the way to user acceptance testing.
    • Keep focused; stay on task and on time.
    • Revisit each step and record gaps and risks (and known solutions, but don’t dwell on this).
    • Revise and improve the plan with task owners.

    Don't:

    • Get weighed down by tools.
    • Document the details right away – stick to the high-level plan for the first exercise.
    • Try to find solutions to every gap/risk as you go. Save in-depth research/discussion for later.

    Flowchart the current-state incident response plan (i.e. document the recovery workflow)

    3(b) DRP Recovery Workflow Template and Case Study: Practical, Right-Sized DRP

    Why use flowcharts?

    • Flowcharts provide an at-a-glance view, ideal for disaster scenarios where pressure is high and quick upward communication is necessary.
    • For experienced staff, a high-level reminder of key steps is sufficient.

    Use the completed tabletop planning exercise results to build this workflow.

    "We use flowcharts for our declaration procedures. Flowcharts are more effective when you have to explain status and next steps to upper management." – Assistant Director, IT Operations, Healthcare Industry

    Source: Info-Tech Research Group Interview

    Screenshot of Info-Tech's DRP Recovery Workflow Template

    For a formatted template you can use to capture your plan, see Info-Tech’s DRP Recovery Workflow Template.

    For a completed example of tabletop planning results, review Info-Tech’s Case Study: Practical, Right-Sized DRP.

    Identify RPA

    What’s my RPA? Consider the following case:

    • Once a week, a full backup is taken of the complete ERP system and is transferred over the WAN to a secondary site 250 miles away, where it is stored on disk.
    • Overnight, an incremental backup is taken of the day’s changes, and is transferred to the same secondary site, and also stored on disk.
    • During office hours, the SAN takes a snapshot of changes which are kept on local storage (information on the accounting system usually only changes during office hours).
    • So what’s the RPA? One hour (snapshots), one day (incrementals), or one week (full backups)?

    When identifying RPA, remember the following:

    You are planning for a disaster scenario, where on-site systems may be inaccessible and any copies of data taken during the disaster may fail, be corrupt, or never make it out of the data center (e.g. if the network fails before the backup file ships). In the scenario above, it seems likely that off-site incremental backups could be restored, leading to a 24-hour RPA. However, if there were serious concerns about the reliability of the daily incrementals, the RPA could arguably be based on the weekly full backups.

    Info-Tech Best Practice

    The RPA is a commitment to the maximum data you would lose in a DR scenario with current capabilities (people, process, and technology). Pick a number you can likely achieve. List any situations where you couldn’t meet this RPA, and identify those for a risk tolerance discussion. In the example above, complete loss of the primary SAN would also mean losing the snapshots, so the last good copy of the data could be up to 24-hours old.

    Add recovery actuals (RTA/RPA) to your copy of the BIA

    3(c) DRP Business Impact Analysis Tool– Recovery actuals

    On the “Impact Analysis” tab in the DRP Business Impact Analysis Tool, enter the estimated maximum downtime and data loss in the RTA and RPA columns.

    1. Estimate the RTA based on the required time for complete recovery. Review your recovery workflow to identify this timeline. For example, if the notification, assessment, and declaration process takes two hours, and systems recovery requires most of a day, the estimated RTA could be 24 hours.
    2. Estimate the RPA based on the longest interval between copies of the data being shipped offsite. For example, if data on a particular system is backed up offsite once per day, and the onsite system was destroyed just before that backup began, the entire day’s data could be lost and estimated RPA could be 24 hours. Note: Enter 9999 to indicate that data is unrecoverable.

    A screenshot of Info-Tech's DRP Business Impact Analysis Tool – Recovery actuals

    Info-Tech Best Practice

    It’s okay to round numbers to the nearest shift, day, or week for simplicity (e.g. 24 hours rather than 22.5 hours, or 8 hours rather than 7.25 hours).

    Test the recovery workflow against additional scenarios

    3(d) Workflow review

    Estimated Time: 1 hour

    Review your recovery workflow with a different scenario in mind.

    • Work from and update the soft copy of your recovery workflow.
    • Would any steps be different if the scenario changes? If yes, capture the different flow with a decision diamond. Identify any new gaps or risks you encounter with red and yellow cards. Use as few decision diamonds as possible.

    Screenshot of testing the workflow against the additional scenarios

    Info-Tech Best Practice

    As you start to consider scenarios where injuries or loss of life are a possibility, remember that health and safety risks are the top priority in a crisis. If there’s a fire in the data center, evacuating the building is the first priority, even if that means foregoing a graceful shut down. For more details on emergency response and crisis management, see Implement Crisis Management Best Practices.

    Consider additional IT disaster scenarios

    3(e) Thought experiment – Review additional scenarios

    Walk through your recovery workflow in the context of additional, different scenarios to ensure there are no gaps. Collaborate with your DR team to identify changes that might be required, and incorporate these changes in the plan.

    Scenario Type Considerations
    Isolated hardware/software failure
    • Failover to the DR site may not be necessary (or only for affected systems).
    Power outage or network outage
    • Do you have standby power? Do you have network redundancy?
    Local hazard (e.g. chemical leak, police incident)
    • Systems might be accessible remotely, but hands-on maintenance will be required eventually.
    • An alternate site is required for service continuity.
    Equipment/building damage (e.g. fire, roof collapse)
    • Staff injuries or loss of life are a possibility.
    • Equipment may need repair or replacement (vendor involvement).
    • An alternate site is required for service continuity.
    Regional natural disasters
    • Staff injuries or loss of life are a possibility.
    • Utilities may be affected (power, running water, etc.).
    • Expect staff to take care of their families first before work.
    • A geographically distant alternate site may be required for service continuity.

    Step 3.2: Identify and Prioritize Projects to Close Gaps

    This step will walk you through the following activities:

    • Analyze the gaps that were identified from the maturity scorecard, tabletop planning exercise, and the RTO/RPO gaps analysis.
    • Brainstorm solutions to close gaps and mitigate risks.
    • Determine a course of action to close these gaps. Prioritize each project. Create a project implementation timeline.

    This step involves the following participants:

    • DRP Coordinator
    • IT Infrastructure SMEs

    Results and Insights

    • Prioritized list of projects and action items that can improve DR capabilities.
    • Often low-cost, low-effort quick wins are identified to mitigate at least some gaps/risks. Higher-cost, higher-effort projects can be part of a longer-term IT strategy. Improving service continuity is an ongoing commitment.

    Brainstorm solutions to address gaps and risk

    3(f) Solutioning

    Estimated Time: 1.5 hours

    1. Review each of the risk and gap cards from the tabletop exercise.
    2. As a group, brainstorm ideas to address gaps, mitigate risks, and improve resiliency. Write the list of ideas on a whiteboard or flip-chart paper. The solutions can range from quick-wins and action items to major capital investments.
    3. Try to avoid debates about feasibility at this point – that should happen later. The goal is to get all ideas on the board.

    An example of how to complete Activity 3(f). Three cue cards showing various steps are attached by arrows to steps on a whiteboard.

    Info-Tech Best Practice

    It’s about finding ways to solve the problem, not about solving the problem. When you’re brainstorming solutions to problems, don’t stop with the first idea, even if the solution seems obvious. The first idea isn’t always the best or only solution; other ideas can expand on and improve that first idea.

    Select an optimal DR deployment model from a world of choice

    There are many options for a DR deployment. What makes sense for you?

    • Sifting through the options for a DR site can be overwhelming. Simplify by eliminating deployment models that aren’t a good fit for your requirements or organization using Info-Tech’s research.
    • Someone will ask you about DR in the cloud. Cut to the chase and evaluate cloud for fit with your organization’s current capabilities and requirements. Read about the 10 Secrets for Successful DR in the Cloud.
    • Selecting and deploying a DR site is an exercise in risk mitigation. IT’s role is to advise the business on options to address the risk of not having a DR site, including cost and effort estimates. The business must then decide how to manage risk. Build total cost of ownership (TCO) estimates and evaluate possible challenges and risks for each option.

    Is it practical to invest in greater geo-redundancy that meets RTOs and RPOs during a widespread event?

    Info-Tech suggests you consider events that impact both sites, and your risk tolerance for that impact. Outline the impact of downtime at a high level if both the primary and secondary site were affected. Research how often events severe enough to have impacted both your primary and secondary sites have occurred in the past. What’s the business tolerance for this type of event?

    A common strategy: have a primary and DR site that are close enough to support low RPO/RTO, but far enough away to mitigate the impact of known regional events. Back up data to a remote third location as protection against a catastrophic event.

    Info-Tech Insight

    Approach site selection as a project. Leverage Select an Optimal Disaster Recovery Deployment Model to structure your own site-selection project.

    Set up the DRP Roadmap Tool

    3(g) DRP Roadmap Tool – Set up tool

    Use the DRP Roadmap Tool to create a high-level roadmap to plan and communicate DR action items and initiatives. Determine the data you’ll use to define roadmap items.

    Screenshot of Info-Tech's DRP Roadmap Tool

    Plan next steps by estimating timeline, effort, priority, and more

    3(h) DRP Roadmap Tool – Describe roadmap items

    A screenshot of Info-Tech's DRP Roadmap Tool to show how to describe roadmap items

    Review and communicate the DRP Roadmap Tool

    3(i) DRP Roadmap Tool – View roadmap chart

    A screenshot of Info-Tech's DRP Roadmap Tool's Roadmap tab

    Step 3.3: Review the Future State Recovery Process

    This step will walk you through the following activities:

    • Update the recovery workflow to outline your future recovery procedure.
    • Summarize findings from DR exercises and present the results to the project sponsor and other interested executives.

    This step involves the following participants:

    • DRP Coordinator
    • IT SMEs (Future State Recovery Flow)
    • DR Project Sponsor

    Results and Insights

    • Summarize results from DR planning exercises to make the case for needed DR investment.

    Outline your future state recovery flow

    3(j) Update the recovery workflow to outline response and recovery in the future

    Estimated Time: 30 minutes

    Outline your expected future state recovery flow to demonstrate improvements once projects and action items have been completed.

    1. Create a copy of your DRP recovery workflow in a new tab in Visio.
    2. Delete gap and risk cards that are addressed by proposed projects. Consolidate or eliminate steps that would be simplified or streamlined in the future if projects are implemented.
    3. Create a short-, medium-, and long-term review of changes to illustrate improvements over time to the project roadmap.
    4. Update this workflow as you implement and improve DR capabilities.

    Screenshot of the recovery workflow

    Validate recovery targets and communicate actual recovery capabilities

    3(k) Validate findings, present recommendations, secure budget

    Estimated Time: time required will vary

    1. Interview managers or process owners to validate RTO, RPO, and business impact scores.Use your assessment of “heavy users” of particular applications (picture at right) to remind you which business users you should include in the interview process.
    2. Present an overview of your findings to the management team.Use Info-Tech’s DRP Recap and Results Template to summarize your findings.
    3. Take projects into the budget process.With the management team aware of the rationale for investment in DRP, build the business case and secure budget where needed.

    Present DRP findings and make the case for needed investment

    3(I) DRP Recap and Results Template

    Create a communication deck to recap key findings for stakeholders.

    • Write a clear problem statement. Identify why you did this project (what problem you’re solving).
    • Clearly state key findings, insights, and recommendations.
    • Leverage the completed tools and templates to populate the deck. Callouts throughout the template presentation will direct you to take and populate screenshots throughout the document.
    • Use the presentation to communicate key findings to, and gather feedback from, business unit managers, executives, and IT staff.
    Screenshots of Info-Tech's DRP Recap and Results Template

    Stories from the field: Info-Tech clients find value in Phase 3 in the following ways

    Tabletop planning is an effective way to discover gaps in recovery capabilities. Identify issues in the tabletop exercise so you can manage them before disaster strikes. For example:

    Back up a second…

    A client started to back up application data offsite. To minimize data transfer and storage costs, the systems themselves weren’t backed up. Working through the restore process at the DR site, the DBA realized 30 years of COBOL and SQR code – critical business functionality – wasn’t backed up offsite.

    Net… work?

    A 500-employee professional services firm realized its internet connection could be a significant roadblock to recovery. Without internet, no one at head office could access critical cloud systems. The tabletop exercise identified this recovery bottleneck and helped prioritize the fix on the roadmap.

    Someone call a doctor!

    Hospitals rely on their phone systems for system downtime procedures. A tabletop exercise with a hospital client highlighted that if the data center were damaged, the phone system would likely be damaged as well. Identifying this provided more urgency to the ongoing VOIP migration.

    The test of time

    A small municipality relied on a local MSP to perform systems restore, but realized it had never tested the restore procedure to identify RTA. Contacting the MSP to review capabilities became a roadmap item to address this risk.

    Phase 3: Insights and accomplishments

    Screenshot of Info-Tech's DRP recovery workflow template

    Outlined the DRP response and risks to recovery

    Screenshots of activities completed related to brainstorming risk mitigation measures.

    Brainstormed risk mitigation measures

    Summary of Accomplishments

    • Planned and documented your DR incident response and systems recovery workflow.
    • Identified gaps and risks to recovery and incident management.
    • Brainstormed and identified projects and action items to mitigate risks and close gaps.

    Up Next: Leverage the core deliverables to complete, extend, and maintain your DRP

    Create a Right-Sized Disaster Recovery Plan

    Phase 4

    Complete, Extend, and Maintain Your DRP

    Phase 4: Complete, Extend, and Maintain Your DRP

    This phase will walk you through the following activities:

    • Identify progress made on your DRP by reassessing your DRP maturity.
    • Prioritize the highest value major initiatives to complete, extend, and maintain your DRP.

    This phase involves the following participants:

    • DRP Coordinator
    • Executive Sponsor

    Results and Insights

    • Communicate the value of your DRP by demonstrating progress against items in the DRP Maturity Scorecard.
    • Identify and prioritize future major initiatives to support the DRP, and the larger BCP.

    Celebrate accomplishments, plan for the future

    Congratulations! You’ve completed the core DRP deliverables and made the case for investment in DR capabilities. Take a moment to celebrate your accomplishments.

    This milestone is an opportunity to look back and look forward.

    • Look back: measure your progress since you started to build your DRP. Revisit the assessments completed in phase 1, and assess the change in your overall DRP maturity.
    • Look forward: prioritize future initiatives to complete, extend, and maintain your DRP. Prioritize initiatives that are the highest impact for the least requirement of effort and resources.

    We have completed the core DRP methodology for key systems:

    • BIA, recovery objectives, high-level recovery workflow, and recovery actuals.
    • Identify key tasks to meet recovery objectives.

    What could we do next?

    • Repeat the core methodology for additional systems.
    • Identify a DR site to meet recovery requirements, and review vendor DR capabilities.
    • Create a summary DRP document including requirements, capabilities, and change procedures.
    • Create a test plan and detailed recovery documentation.
    • Coordinate the creation of BCPs.
    • Integrate DR in other key operational processes.

    Revisit the DRP Maturity Scorecard to measure progress and identify remaining areas to improve

    4(a) DRP Maturity Scorecard – Reassess your DRP program maturity

    1. Find the copy of the DRP Maturity Scorecard you completed previously. Save a second copy of the completed scorecard in the same folder.
    2. Update scoring where you have improved your DRP documentation or capabilities.
    3. Review the new scores on tab 3. Compare the new scores to the original scores.

    Screenshot of DRP Maturity Assessment Results

    Info-Tech Best Practice

    Use the completed, updated DRP Maturity Scorecard to demonstrate the value of your continuity program, and to help you decide where to focus next.

    Prioritize major initiatives to complete, extend, and maintain the DRP

    4(b) Prioritize major initiatives

    Estimated Time: 2 hours

    Prioritize major initiatives that mitigate significant risk with the least cost and effort.

    1. Use the scoring criteria below to evaluate risk, effort, and cost for potential initiatives. Modify the criteria if required for your organization. Write this out on a whiteboard or flip-chart paper.
    2. Assign a score from 1 to 3. Multiply the scores for each initiative together for an aggregate score. In general, prioritize initiatives with higher scores.
    Score A: How significant are the risks this initiative will mitigate? B: How easily can we complete this initiative? C: How cost-effective is this initiative?
    3: High Critical impact on +50% of stakeholders, or major impact to compliance posture, or significant health/safety risk. One sprint, can be completed by a few individuals with minor supervision. Within the IT discretionary budget.
    2: Medium Impacts <50% of stakeholders, or minor impact on compliance, or degradation to health or safety controls. One quarter, and/or some increased effort required, some risk to completion. Requires budget approval from finance.
    1: Low Impacts limited to <25% of stakeholders, no impact on compliance posture or health/safety. One year, and/or major vendor or organizational challenges. Requires budget approval from the board of directors.

    Info-Tech Best Practice

    You can use a similar scoring exercise to prioritize and schedule high-benefit, low-effort, low-cost items identified in the roadmap in phase 3.

    Example: Prioritize major initiatives

    4(b) Prioritize major initiatives continued

    Write out the table on a whiteboard (record the results in a spreadsheet for reference). In the case below, IT might decide to work on repeating the core methodology first as they create the active testing plans, and tackle process changes later.

    Initiative A: How significant are the risks this initiative will mitigate? B: How easily can we complete this initiative? C: How cost-effective is this initiative? Aggregate score (A x B x C)
    Repeat the core methodology for all systems 2 – will impact some stakeholders, no compliance or safety impact. 2 – will require about 3 months, no significant complications. 3 – No cost. 12
    Add DR to project mgmt. and change mgmt. 1 – Mitigates some recovery risks over the long term. 1 – Requires extensive consultation and process review. 3 – No cost. 3
    Active failover testing on plan 2 – Mitigates some risks; documentation and cross training is already in place. 2 – Requires 3-4 months of occasional effort to prepare for test. 2 – May need to purchase some equipment before testing. 8

    Info-Tech Best Practice

    Find a pace that allows you to keep momentum going, but also leaves enough time to act on the initial findings, projects, and action items identified in the DRP Roadmap Tool. Include these initiatives in the Roadmap tool to visualize how identified initiatives fit with other tasks identified to improve your recovery capabilities.

    Repeat the core DR methodology for additional systems and applications


    You have created a DR plan for your most critical systems. Now, add the rest:

    • Build on the work you’ve already done. Re-use the BIA scoring scale. Update your existing recovery workflows, rather than creating and formatting an entirely new document. A number of steps in the recovery will be shared with, or similar to, the recovery procedures for your Tier 1 systems.

    Risks and Challenges Mitigated

    • DR requirements and capabilities for less-critical systems have not been evaluated.
    • Gaps in the recovery process for less critical systems have not been evaluated or addressed.
    • DR capabilities for less critical systems may not meet business requirements.
    Sample Outputs
    Add Tier 2 & 3 systems to the BIA.
    Complete another tabletop exercise for Tier 2 & 3 systems recovery, and add the results to the recovery workflow.
    Identify projects to close additional gaps in the recovery process. Add projects to the project roadmap.

    Info-Tech Best Practice

    Use this example of a complete, practical, right-size DR plan to drive and guide your efforts.

    Extend your core DRP deliverables

    You’ve completed the core DRP deliverables. Continue to create DRP documentation to support recovery procedures and governance processes:

    • DR documentation efforts fail when organizations try to boil the ocean with an all-in-one plan aimed at auditors, business leaders, and IT. It’s long, hard to maintain, and ends up as shelfware.
    • Create documentation in layers to keep it manageable. Build supporting documentation over time to support your high-level recovery workflow.

    Risks and Challenges Mitigated

    • Key contact information, escalation, and disaster declaration responsibilities are not identified or formalized.
    • DRP requirements and capabilities aren’t centralized. Key DRP findings are in multiple documents, complicating governance and oversight by auditors, executives, and board members.
    • Detailed recovery procedures and peripheral information (e.g. network diagrams) are not documented.
    Sample Outputs
    Three to five detailed systems recovery flowcharts/checklists.
    Documented team roles, succession plans, and contact information.
    Notification, assessment, and disaster declaration plan.
    DRP summary.
    Layer 1, 2 & 3 network diagrams.

    Info-Tech Best Practice

    Use this example of a complete, practical, right-size DR plan to drive and guide your efforts.

    Select an optimal DR deployment model and deployment site

    Your DR site has been identified as inadequate:

    • Begin with the end in mind. Commit to mastering the selected model and leverage your vendor relationship for effective DR.
    • Cut to the chase and evaluate the feasibility of cloud first. Gauge your organization’s current capabilities for DR in the cloud before becoming infatuated with the idea.
    • A mixed model gives you the best of both worlds. Diversify your strategy by identifying fit for purpose and balancing the work required to maintain various models.

    Risks and Challenges Mitigated

    • Without an identified DR site, you’ll be scrambling when a disaster hits to find and contract for a location to restore IT services.
    • Without systems and application data backed up offsite, you stand to lose critical business data and logic if all copies of the data at your primary site were lost.
    Sample Outputs
    Application assessment for cloud DR.
    TCO tool for different environments.
    Solution decision and executive presentation.

    Info-Tech Best Practice

    Use Info-Tech’s blueprint, Select the Optimal Disaster Recovery Deployment Model, to help you make sense of a world of choice for your DR site.

    Extend DRP findings to business process resiliency with a BCP pilot

    Integrate your findings from DRP into the overall BCP:

    • As an IT leader you have the skillset and organizational knowledge to lead a BCP project, but ultimately business leaders need to own the BCP – they know their processes and requirements to resume business operations better than anyone else.
    • The traditional approach to BCP is a massive project that most organizations can’t execute without hiring a consultant. To execute BCP in-house, carve up the task into manageable pieces.

    Risks and Challenges Mitigated

    • No formal plan exists to recover from a disruption to critical business processes.
    • Business requirements for IT systems recovery may change following a comprehensive review of business continuity requirements.
    • Outside of core systems recovery, IT could be involved in relocating staff, imaging and issuing new end-user equipment, etc. Identifying these requirements is part of BCP.
    Sample Outputs
    Business process-focused BIA for one business unit.
    Recovery workflows for one business unit.
    Provisioning list for one business unit.
    BCP project roadmap.

    Info-Tech Best Practice

    Use Info-Tech’s blueprint, Develop a Business Continuity Plan, to develop and deploy a repeatable BCP methodology.

    Test the plan to validate capabilities and cross-train staff on recovery procedures

    You don’t have a program to regularly test the DR plan:

    • Most DR tests are focused solely on the technology and not the DR management process – which is where most plans fail.
    • Be proactive – establish an annual test cycle and identify and coordinate resources well in advance.
    • Update DRP documentation with findings from the plan, and track the changes you make over time.

    Risks and Challenges Mitigated

    • Gaps likely still exist in the plan that are hard to find without some form of testing.
    • Customers and auditors may ask for some form of DR testing.
    • Staff may not be familiar with DR documentation or how they can use it.
    • No formal cycle to validate and update the DRP.
    Sample Outputs
    DR testing readiness assessment.
    Testing handbooks.
    Test plan summary template.
    DR test issue log and analysis tool.

    Info-Tech Best Practice

    Uncover deficiencies in your recovery procedures by using Info-Tech’s blueprint Reduce Costly Downtime Through DR Testing.

    “Operationalize” DRP management

    Inject DR planning in key operational processes to support plan maintenance:

    • Major changes, or multiple routine changes, can materially alter DR capabilities and requirements. It’s not feasible to update the DR plan after every routine change, so leverage criticality tiers in the BIA to focus your change management efforts. Critical systems require more rigorous change procedures.
    • Likewise, you can build criticality tiers into more focused project management and performance measurement processes.
    • Schedule regular tasks in your ticketing system to verify capabilities and cross-train staff on key recovery procedures (e.g. backup and restore).

    Risks and Challenges Mitigated

    • DRP is not updated “as needed” – as requirements and capabilities change due to business and technology changes.
    • The DRP is disconnected from day-to-day operations.
    Sample Outputs
    Reviewed and updated change, project, and performance management processes.
    Reviewed and updated internal SLAs.
    Reviewed and updated data protection and backup procedures.

    Review infrastructure service provider DR capabilities

    Insert DR planning in key operational processes to support plan maintenance:

    • Reviewing vendor DR capabilities is a core IT vendor management competency.
    • As your DR requirements change year-to-year, ensure your vendors’ service commitments still meet your DR requirements.
    • Identify changes in the vendor’s service offerings and DR capabilities, e.g. higher costs for additional DR support, new offerings to reduce potential downtime, or conversely, a degradation in DR capabilities.

    Risks and Challenges Mitigated

    • Vendor capabilities haven’t been measured against business requirements.
    • No internal capability exists currently to assess vendor ability to meet promised SLAs.
    • No internal capability exists to track vendor performance on recoverability.
    Sample Outputs
    A customized vendor DRP questionnaire.
    Reviewed vendor SLAs.
    Choose to keep or change service levels or vendor offerings based on findings.

    Phase 4: Insights and accomplishments

    Screenshot of DRP Maturity Assessment Results

    Identified progress against targets

    Screenshot of prioritized further initiatives.

    Prioritized further initiatives

    Screenshot of DRP Planning Roadmap

    Added initiatives to the roadmap

    Summary of Accomplishments

    • Developed a list of high-priority initiatives that can support the extension and maintenance of the DR plan over the long term.
    • Reviewed and update maturity assessments to establish progress and communicate the value of the DR program.

    Summary of accomplishment

    Knowledge Gained

    • Conduct a BIA to determine appropriate targets for RTOs and RPOs.
    • Identify DR projects required to close RTO/RPO gaps and mitigate risks.
    • Use tabletop planning to create and validate an incident response plan.

    Processes Optimized

    • Your DRP process was optimized, from BIA to documenting an incident response plan.
    • Your vendor evaluation process was optimized to identify and assess a vendor’s ability to meet your DR requirements, and to repeat this evaluation on an annual basis.

    Deliverables Completed

    • DRP Maturity Scorecard
    • DRP Business Impact Analysis Tool
    • DRP Roadmap Tool
    • Incident response plan and systems recovery workflow
    • Executive presentation

    Info-Tech’s insights bust the most obstinate myths of DRP

    Myth #1: DRPs need to focus on major events such as natural disasters and other highly destructive incidents such as fire and flood.

    Reality: The most common threats to service continuity are hardware and software failures, network outages, and power outages.

    Myth #2: Effective DRPs start with identifying and evaluating potential risks.

    Reality: DR isn’t about identifying risks; it’s about ensuring service continuity.

    Myth #3: DRPs are separate from day-to-day operations and incident management.

    Reality: DR must be integrated with service management to ensure service continuity.

    Myth #4: I use a co-lo or cloud services so I don’t have to worry about DR. That’s my vendor’s responsibility.

    Reality: You can’t outsource accountability. You can’t just assume your vendor’s DR capabilities will meet your needs.

    Myth #5: A DRP must include every detail so anyone can execute the recovery.

    Reality: IT DR is not an airplane disaster movie. You aren’t going to ask a business user to execute a system recovery, just like you wouldn’t really want a passenger with no flying experience to land a plane.

    Supplement the core documentation with these tools and templates

    • An Excel workbook workbook to track key roles on DR, business continuity, and emergency response teams. Can also track DR documentation location and any hardware purchases required for DR.
    • A questionnaire template and a response tracking tool to structure your investigation of vendor DR capabilities.
    • Integrate escalation with your DR plan by defining incident severity and escalation rules . Use this example as a template or integrate ideas into your own severity definitions and escalation rules in your incident management procedures.
    • A minute-by-minute time-tracking tool to capture progress in a DR or testing scenario. Monitor progress against objectives in real time as recovery tasks are started and completed.

    Next steps: Related Info-Tech research

    Select the Optimal Disaster Recovery Deployment Model Evaluate cloud, co-lo, and on-premises disaster recovery deployment models.

    Develop a Business Continuity Plan Streamline the traditional approach to make BCP development manageable and repeatable.

    Prepare for a DRP Audit Assess your current DRP maturity, identify required improvements, and complete an audit-ready DRP summary document.

    Document and Maintain Your Disaster Recovery Plan Put your DRP on a diet: keep it fit, trim, and ready for action.

    Reduce Costly Downtime Through DR Testing Improve your DR plan and your team’s ability to execute on it.

    Implement Crisis Management Best Practices An effective crisis response minimizes the impact of a crisis on reputation, profitability, and continuity.

    Research contributors and experts

    • Alan Byrum, Director of Business Continuity, Intellitech
    • Bernard Jones (MBCI, CBCP, CORP, ITILv3), Owner/Principal, B Jones BCP Consulting, LLC
    • Paul Beaudry, Assistant Vice-President, Technical Services, MIS, Richardson International Limited
    • Yogi Schulz, President, Corvelle Consulting

    Glossary

    • Business Continuity Management (BCM) Program: Ongoing management and governance process supported by top management and appropriately resourced to implement and maintain business continuity management. (Source: ISO 22301:2012)
    • Business Continuity Plan (BCP): Documented procedures that guide organizations to respond, recover, resume, and restore to a pre-defined level of operation following disruption. The BCP is not necessarily one document, but a collection of procedures and information.
    • Crisis: A situation with a high level of uncertainty that disrupts the core activities and/or credibility of an organization and requires urgent action. (Source: ISO 22300)
    • Crisis Management Team (CMT): A group of individuals responsible for developing and implementing a comprehensive plan for responding to a disruptive incident. The team consists of a core group of decision makers trained in incident management and prepared to respond to any situation.
    • Disaster Recovery Planning (DRP): The activities associated with the continuing availability and restoration of the IT infrastructure.
    • Incident: An event that has the capacity to lead to loss of, or a disruption to, an organization’s operations, services, or functions – which, if not managed, can escalate into an emergency, crisis, or disaster.
    • BCI Editor’s Note: In most countries “incident” and “crisis” are used interchangeably, but in the UK the term “crisis” has been generally reserved for dealing with wide-area incidents involving Emergency Services. The BCI prefers the use of “incident” for normal BCM purposes. (Source: The Business Continuity Institute)

    • Incident Management Plan: A clearly defined and documented plan of action for use at the time of an incident, typically covering the key personnel, resources, services, and actions needed to implement the incident management process.
    • IT Disaster: A service interruption requiring IT to rebuild a service, restore from backups, or activate redundancy at the backup site.
    • Recovery Point: Time elapsed between the last good copy of the data being taken and failure/corruption on the production environment; think of this as data loss.
    • Recovery Point Actual (RPA): The currently achievable recovery point after a disaster event, given existing people, processes, and technology. This reflects expected maximum data loss that could actually occur in a disaster scenario.
    • Recovery Point Objective (RPO): The target recovery point after a disaster event, usually calculated in hours, on a given system, application, or service. Think of this as acceptable and appropriate data loss. RPO should be based on a business impact analysis (BIA) to identify an acceptable and appropriate recovery target.
    • Recovery Time: Time required to restore a system, application, or service to a functional state; think of this as downtime.
    • Recovery Time Actual (RTA): The currently achievable recovery time after a disaster event, given existing people, processes, and technology. This reflects expected maximum downtime that could actually occur in a disaster scenario.
    • Recovery Time Objective (RTO): The target recovery time after a disaster event for a given system, application, or service. RTO should be based on a business impact analysis (BIA) to identify acceptable and appropriate downtime.

    Bibliography

    BCMpedia. “Recovery Objectives: RTO, RPO, and MTPD.” BCMpedia, n.d. Web.

    Burke, Stephen. “Public Cloud Pitfalls: Microsoft Azure Storage Cluster Loses Power, Puts Spotlight On Private, Hybrid Cloud Advantages.” CRN, 16 Mar. 2017. Web.

    Elliot, Stephen. “DevOps and the Cost of Downtime: Fortune 1000 Best Practice Metrics Quantified.” IDC, 2015. Web.

    FEMA. Planning & Templates. FEMA, 2015. Web.

    FINRA. “Business Continuity Plans and Emergency Contact Information.” FINRA, 2015. Web.

    FINRA. “FINRA, the SEC and CFTC Issue Joint Advisory on Business Continuity Planning.” FINRA, 2013. Web.

    Gosling, Mel, and Andrew Hiles. “Business Continuity Statistics: Where Myth Meets Fact.” Continuity Central, 2009. Web.

    Hanwacker, Linda. “COOP Templates for Success Workbook.” The LSH Group, n.d. Web.

    Homeland Security. Federal Information Security Management Act (FISMA). Homeland Security, 2015. Web.

    Nichols, Shaun. “AWS's S3 Outage Was So Bad Amazon Couldn't Get Into Its Own Dashboard to Warn the World.” The Register, 1 Mar. 2017. Web.

    Potter, Patrick. “BCM Regulatory Alphabet Soup.” RSA Archer Organization, 2012. Web.

    Rothstein, Philip Jan. “Disaster Recovery Testing: Exercising Your Contingency Plan.” Rothstein Associates Inc., 2007. Web.

    The Business Continuity Institute. “The Good Practice Guidelines.” The Business Continuity Institute, 2013. Web.

    The Disaster Recovery Journal. “Disaster Resource Guide.” The Disaster Recovery Journal, 2015. Web.

    The Disaster Recovery Journal. “DR Rules & Regulations.” The Disaster Recovery Journal, 2015. Web.

    The Federal Financial Institution Examination Council (FFIEC). Business Continuity Planning. IT Examination Handbook InfoBase, 2015. Web.

    York, Kyle. “Read Dyn’s Statement on the 10/21/2016 DNS DDoS Attack.” Oracle, 22 Oct. 2016. Web.

    Gain Control of Cloud Integration Strategies Before they Float Away

    • Buy Link or Shortcode: {j2store}362|cart{/j2store}
    • member rating overall impact: N/A
    • member rating average dollars saved: N/A
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    • Parent Category Name: Enterprise Integration
    • Parent Category Link: /enterprise-integration
    • IT is typically backlogged with tasks while the business waits to implement key solutions to remain competitive. In this competitive space, Cloud solutions offer attractive benefits to business stakeholders especially around agility and cost.
    • Moving to the Cloud involves more than outsourcing a component of the technology stack. Roles, processes, and authentication technologies need to be redefined to fit a distributed stack where parts of the IT solution space reside on-premise while the rest are in the Cloud.
    • Cloud integration means accepting loss of control in product development. A Cloud vendor will address the needs of most constituents and any high degree of customization which counteracts their business model. This makes integration a complex initiative involving two separate parties trying to align.

    Our Advice

    Critical Insight

    • Cloud integration is a fundamental commitment to change within the organization as it deeply impacts roles, processes, and technologies.
    • Be prepared to lose some degree of control of SLA management. IT will have to manage multiple Cloud SLAs and deliver a lowest common approach to the business. This may mean lowering the SLA standards previously set with on-premise solutions.
    • Cloud integration isn’t just about the technology. It is a dedication to establish solid relationships with the Cloud vendor. Understanding where the cloud solution is moving and what issues are being addressed are critical to creating an organizational road map for the future.

    Impact and Result

    • Develop a Cloud integration strategy by proactively understanding the impact of Cloud integration efforts to the organization.
    • Realize that Cloud integration will be an ongoing process of collaboration with the business, and that the initial implementation does not constitute an end.
    • Implement an integrated support structure that includes on-premise and cloud stacks.

    Gain Control of Cloud Integration Strategies Before they Float Away Research & Tools

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

    1. Understand the impacts of Cloud computing on Data, Application, Access, and Service Level Agreement integration

    Assess your current level of Cloud adoption and integration, focusing on solutions that are emerging in the market and the applicability to your IT environment.

    • Storyboard: Gain Control of Cloud Integration Strategies Before they Float Away
    • Cloud Integration Checklist
    • None
    [infographic]

    Improve IT Governance to Drive Business Results

    • Buy Link or Shortcode: {j2store}190|cart{/j2store}
    • member rating overall impact: 9.3/10 Overall Impact
    • member rating average dollars saved: $194,553 Average $ Saved
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    • Parent Category Name: IT Governance, Risk & Compliance
    • Parent Category Link: /it-governance-risk-and-compliance
    • IT governance is the number-one predictor of value generated by IT, yet many organizations struggle to organize their governance effectively.
    • Current IT governance does not address the changing goals, risks, or context of the organization, so IT spend is not easily linked to value.
    • The right people are not making the right decisions about IT.

    Our Advice

    Critical Insight

    • Organizations do not have a governance framework in place that optimally aligns IT with the business objectives and direction.
    • Implementing IT governance requires the involvement of key business stakeholders who do not see IT’s value in corporate governance and strategy.
    • The current governance processes are poorly designed, making the time to decisions too long and driving non-compliance.

    Impact and Result

    • Use Info-Tech’s four-step process to optimize your IT governance framework.
    • Our client-tested methodology supports the enablement of IT-business alignment, decreases decision-making cycle times, and increases IT’s transparency and effectiveness in decisions around benefits realization, risks, and resources.
    • Successful completion of the IT governance redesign will result in the following outcomes:
      1. Align IT with the business context.
      2. Assess the current governance framework.
      3. Redesign the governance framework.
      4. Implement governance redesign.

    Improve IT Governance to Drive Business Results Research & Tools

    Start here – read the Executive Brief

    Read our concise Executive Brief to find out why you should redesign IT governance, 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. Align IT with the business context

    Align IT’s direction with the business using the Statement of Business Context.

    • Redesign IT Governance to Drive Optimal Business Results – Phase 1: Align IT With the Business Context
    • Make the Case for an IT Governance Redesign
    • Stakeholder Power Map Template
    • IT Governance Stakeholder Communication Planning Tool
    • PESTLE Analysis Template
    • Business SWOT Analysis Template
    • Statement of Business Context Template

    2. Assess the current governance framework

    Evaluate the strengths and weaknesses of current governance using the Current State Assessment.

    • Redesign IT Governance to Drive Optimal Business Results – Phase 2: Assess the Current Governance Framework
    • Current State Assessment of IT Governance

    3. Redesign the governance framework

    Build a redesign of the governance framework using the Future State Design template.

    • Redesign IT Governance to Drive Optimal Business Results – Phase 3: Redesign the Governance Framework
    • Future State Design for IT Governance
    • IT Governance Terms of Reference

    4. Implement governance redesign

    Create an implementation plan to jump-start the communication of the redesign and set it up for success.

    • Redesign IT Governance to Drive Optimal Business Results – Phase 4: Implement Governance Redesign
    • Redesign IT Governance to Drive Optimal Business Results Executive Presentation Template
    • IT Governance Implementation Plan
    [infographic]

    Workshop: Improve IT Governance to Drive 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 Identify the Need for Governance

    The Purpose

    Identify the need for governance in your organization and engage the leadership team in the redesign process.

    Key Benefits Achieved

    Establish an engagement standard for the leadership of your organization in the IT governance redesign.

    Activities

    1.1 Identify stakeholders.

    1.2 Make the case for improved IT governance.

    1.3 Customize communication plan.

    Outputs

    Stakeholder Power Map

    Make the Case Presentation

    Communication Plan

    2 Align IT With the Business Context

    The Purpose

    Create a mutual understanding with the business leaders of the current state of the organization and the state of business it is moving towards.

    Key Benefits Achieved

    The understanding of the business context will provide an aligned foundation on which to redesign the IT governance framework.

    Activities

    2.1 Review documents.

    2.2 Analyze frameworks.

    2.3 Conduct brainstorming.

    2.4 Finalize the Statement of Business Context.

    Outputs

    PESTLE Analysis

    SWOT Analysis

    Statement of Business Context

    3 Assess the Current Governance Framework

    The Purpose

    Establish a baseline of the current governance framework.

    Key Benefits Achieved

    Develop guidelines based off results from the current state that will guide the future state design.

    Activities

    3.1 Create committee profiles.

    3.2 Build governance structure map.

    3.3 Establish governance guidelines.

    Outputs

    Current State Assessment

    4 Redesign the Governance Framework

    The Purpose

    Redesign the governance structure and the committees that operate within it.

    Key Benefits Achieved

    Build a future state of governance where the relationships and processes that are built drive optimal business results.

    Activities

    4.1 Build governance structure map.

    4.2 Create committee profiles.

    Outputs

    Future State Design

    IT Governance Terms of Reference

    5 Implement Governance Redesign

    The Purpose

    Build a roadmap for implementing the governance redesign.

    Key Benefits Achieved

    Create a transparent and relationship-oriented implementation strategy that will pave the way for a successful redesign implementation.

    Activities

    5.1 Identify next steps for the redesign.

    5.2 Establish communication plan.

    5.3 Lead executive presentation.

    Outputs

    Implementation Plan

    Executive Presentation

    Further reading

    Improve IT Governance to Drive Business Results

    Avoid bureaucracy and achieve alignment with a minimalist approach.

    ANALYST PERSPECTIVE

    Governance optimization is achieved where decision making, authority, and context meet.

    "Governance is something that is done externally to IT and well as internally by IT, with the intention of providing oversight to direct the organization to meet goals and keep things on target.

    Optimizing IT governance is the most effective way to consistently direct IT spend to areas that provide the most value in producing or supporting business outcomes, yet it is rarely done well.

    IT governance is more than just identifying where decisions are made and who has the authority to make them – it must also provide the context and criteria under which decisions are made in order to truly provide business value" (Valence Howden, Director, CIO Practice Info-Tech Research Group)

    Our understanding of the problem

    This Research is Designed For:

    • CIOs
    • CTOs
    • IT Directors

    This Research Will Help You:

    • Achieve and maintain executive and business support for optimizing IT governance.
    • Optimize your governance structure.
    • Build high-level governance processes.
    • Build governance committee charters and set accountability for decision making.
    • Plan the transition to the optimized governance structure and processes.

    This Research Will Also Assist:

    • Executive Leadership
    • IT Managers
    • IT Customers
    • Project Managers

    This Research Will Help Them:

    • Improve alignment between business decisions and IT initiatives.
    • Establish a mechanism to validate, redirect, and reprioritize IT initiatives.
    • Realize greater value from more effective decision making.
    • Receive a better overall quality of service.

    Executive Summary

    Situation

    • IT governance is the #1 predictor of value generated by IT, yet many organizations struggle to organize their governance effectively.*
    • Current IT governance does not address the changing goals, risks, or context of the organization so IT spend is not easily linked to value.
    • The right people are not making the right decisions about IT.

    Complication

    • Organizations do not have a governance framework in place that optimally aligns IT with the business objectives and direction.
    • Implementing IT governance requires the involvement of key business stakeholders who do not see IT’s value in governance and strategy.
    • The current governance processes are poorly designed, creating long decision-making cycles and driving non-compliance with regulation.

    Resolution

    • Use Info-Tech’s four-step process for optimizing your IT governance framework. Our client-tested methodology supports the enablement of IT-business alignment, decreases decision-making cycle times, and increases IT’s transparency and effectiveness in making decisions around benefits realization, risks, and resources.
    • Successful completion of the IT governance redesign will result in the following outcomes:
      1. Align IT with the business context.
      2. Assess the current governance framework.
      3. Redesign the governance framework.
      4. Implement governance redesign.

    Info-Tech Insight

    • Establish IT-business fusion. In governance, alignment is not enough. Merge IT and the business through governance to ensure business success.
    • With great governance comes great responsibility. Involve relevant business leaders, who will be impacted by IT outcomes, to take on governing responsibility of IT.
    • Let IT manage and the business govern. IT governance should be a component of enterprise governance, allowing IT leaders to focus on managing.

    IT governance is...

    An enabling framework for decision-making context and accountabilities for related processes.

    A means of ensuring business-IT collaboration, leading to increased consistency and transparency in decision making and prioritization of initiatives.

    A critical component of ensuring delivery of business value from IT spend and driving high satisfaction with IT.

    IT governance is not...

    An annoying, finger-waving roadblock in the way of getting things done.

    Limited to making decisions about technology.

    Designed tacitly; it is purposeful, with business objectives in mind.

    A one-time project; you must review and revalidate the efficiency.

    Avoid common misconceptions of IT governance

    Don’t blur the lines between governance and management; each has a unique role to play. Confusing these results in wasted time and confusion around ownership.

    Governance

    A cycle of 'Governance Processes' and 'Management Processes'. On the left side of the cycle 'Governance Processes' begins with 'Evaluate', then 'Direct', then 'Monitor'. This leads to 'Management Processes' on the right side with 'Plan', 'Build', 'Run', and 'Monitor', which then feeds back into 'Evaluate'.

    Management

    IT governance sets direction through prioritization and decision making, and monitors overall IT performance.

    Governance aligns with the mission and vision of the organization to guide IT.

    Management is responsible for executing on, operating, and monitoring activities as determined by IT governance.

    Management makes decisions for implementing based on governance direction.

    The IT Governance Framework

    An IT governance framework is a system that will design structures, processes, authority definitions, and membership assignments that lead IT toward optimal results for the business.

    Governance is performed in three ways:
    1. Evaluate

      Governance ensures that business goals are achieved by evaluating stakeholder needs, criteria, metrics, portfolio, risk, and definition of value.
    2. Direct

      Governance sets the direction of IT by delegating priorities and determining the decisions that will guide the IT organization.
    3. Monitor

      Governance establishes a framework to monitor performance, compliance to regulation, and progress on expected outcomes.

    "Everyone needs good IT, but no one wants to talk about it. Most CFOs would rather spend time with their in-laws than in an IT steering-committee meeting. But companies with good governance consistently outperform companies with bad. Which group do you want to be in?" (Martha Heller, President, Heller Search Associates)

    Create impactful IT governance by embedding it within enterprise governance

    The business should engage in IT governance and IT should influence the direction of the business.

    Enterprise Governance

    IT Governance

    Authority for enterprise governance falls to the board and executive management.

    Responsibilities Include:
    • Provide strategic direction for the organization.
    • Ensure objectives are met.
    • Set the risk standards or profile.
    • Delegate resources responsibly.
    –› Engage in –›

    ‹– Influence ‹–

    Governance of IT is a component of enterprise governance.

    Responsibilities Include:
    • Build structure, authority, process, and membership designations in a governance framework.
    • Ensure the IT organization is aligned with business goals.
    • Influence the direction of the business to ensure business success.

    Identify signals of sub-optimal IT governance within any of these domains

    If you notice any of these signals, governance redesign is right for you!

    Inability to Realize Benefits

    1. IT is unable to articulate the value of its initiatives or spend.
    2. IT is regularly delegated unplanned projects.
    3. The is no standard approach to prioritization.
    4. Projects do not meet target metrics.

    Resource Misallocation

    1. Resources are wasted due to duplication or overlap in IT initiatives.
    2. IT projects fail at an unacceptable rate, leading to wasted resources.
    3. IT’s costs continue to increase without reciprocal performance increase.

    Misdiagnosed Risks

    1. Risk appetite is incorrectly identified or not identified at all.
    2. Disagreement on the approach to risk in the organization.
    3. Increasing rate of IT incidents related to risk.
    4. IT is failing to meet regulatory requirements.

    Dissatisfied Stakeholders

    1. There are no ways to measure stakeholder satisfaction with IT.
    2. Business strategies and IT strategies are misaligned.
    3. IT’s relationship with key stakeholders is unstable and there is a lack of mutual trust.

    A majority of organizations experience significant alignment gaps

    The majority of organizations and their key stakeholders experience highly visible gaps in the alignment of IT investments and organizational goals.

    There are two bars with percentages of their length marked out for different CXO responses. The possible responses are from '1, Critical Gap' to '7, No Gap'. The top bar says '57% of CXOs identify a major gap in IT's ability to support business goals', and shows 13% answered '1, Critical Gap', 22% answered '2', and 22% answered '3'. The bottom bar says '84% of CXOs often perceive that IT is investing in areas that do not support the business' and shows 38% answered '1, Critical Gap', 33% answered '2', and 13% answered '3'.

    88% of CIOs believe that their governance is not effective. (Info-Tech Diagnostics)

    Leverage governance as the catalyst for connecting IT and the business

    49% of firms are misaligned on current performance expectations for IT.

    • 49% Misaligned
    • 51% Aligned

    67% of firms are misaligned on the target role for IT.

    • 34% Highly Misaligned
    • 33% Somewhat Misaligned
    • 33% Aligned

    A well-designed IT governance framework will hep you to:

    1. Make sure IT keeps up with the evolving business context.
    2. Align IT with the mission and the vision of the organization.
    3. Optimize the speed and quality of decision making.
    4. Meet regulatory and compliance needs in the external environment.
    5. (Info-Tech Diagnostics)

    Align with business goals through governance to attain business-IT fusion

    Create a state of business-IT fusion, in which the two become one.

    Without business-IT fusion, IT will go in a different direction, leading to a divergence of purpose and outcomes. IT can transform into a fused partner of the business by ensuring that they govern toward the same goal.

    Firefighter
    • Delivers lower value
    • Duplication of effort
    • Unclear risk profile
    • High risk exposure
    Three sets of arrows, each pointing upward and arranged in an ascending stair pattern. The first, lowest set of arrows has a large blue arrow with a small green arrow veering off to the side, unaligned. The second, middle set of arrows has a large blue arrow with a medium green arrow overlaid on its center, somewhat aligned. The third, highest set of arrows has half of a large blue arrow, and the other half is a large green arrow, aligned. Business Partner
    • Increased speed of decision making
    • Aligned with business priorities
    • Optimized utility of people, financial, and time resources
    • Monitors and mitigates risk and compliance issues

    Redesign IT governance in accordance with COBIT and proven good practice

    Info-Tech’s approach to governance redesign is rooted in COBIT, the world-class and open-source IT governance standard.

    COBIT begins with governance, EDM – Evaluate, Direct, and Monitor.

    We build upon these standards with industry best practices and add a practical approach based on member feedback.

    This blueprint will help you optimize your governance framework.

    The upper image is a pyramid with 'Info-Tech Insights, Analysts, Experts, Clients' on top, 'IT Governance Best Practices' in the middle, and 'COBIT 5' on the bottom, indicating that Info-Tech's Governance guidance is based in COBIT 5. 'This project will focus on EDM01, Set/Maintain Governance Framework.'

    Use Info-Tech’s approach to implementing an IT governance redesign

    The four phases of Info-Tech’s governance redesign methodology will help you drive greater value for the business.

    1. Align IT With the Business Context
      Align IT’s direction with the business using the Statement of Business Context Template.
    2. Assess the Current Governance Framework
      Evaluate the strengths and weaknesses of current governance using the Current State Assessment of IT Governance.
    3. Redesign the Governance Framework
      Build a redesign of the governance framework using the Future State Design for IT Governance tool.
    4. Implement Governance Redesign
      Create an IT Governance Implementation Plan to jumpstart the communication of the redesign and set it up for success.
    5. Continuously assess your governance framework to ensure alignment.

    Leverage Info-Tech’s insights for an optimal redesign process

    Common Pitfalls

    Info-Tech Solutions

    Phase 1

    There must be an active understanding of the current and future state of the business for governance to address the changing needs of the business. –›
    1. Make the case for a governance redesign.
    2. Create a custom communication plan to facilitate support.
    3. Establish a collectively agreed upon statement of business context.

    Phase 2

    Take a proactive approach to revising your governance framework. Understand why you are making decisions before actually making them. –›
    1. Conduct the IT governance current state assessment.
    2. Create governance guidelines for redesign.

    Phase 3

    Keep the current and future goals in sight to build an optimized governance framework that maintains the minimum bar of oversight required. –›
    1. Redesign the future state of IT governance in your organization.

    Phase 4

    Don’t overlook the politics and culture of your organization in redesigning your governance framework. –›
    1. Rationalize steps in an implementation plan.
    2. Outline a communication strategy to navigate culture and politics.
    3. Construct an executive presentation to facilitate transparency for the governing framework.

    Leverage both COBIT and Info-Tech-defined metrics to evaluate the success of your redesign

    These metrics will help you determine the extent to which your governance is supporting your business goals, and whether the governance in place promotes business-IT fusion.

    Benefits Realization

    1. Percent of IT-enabled investments where benefit realization is monitored through the full economic life. (COBIT-defined metric)
    2. Percent of enterprise strategic goals and requirements supported by IT strategic goals. (COBIT-defined metric)
    3. Percent of IT services where expected benefits are realized or exceeded. (COBIT-defined metric)

    Resources

    1. Satisfaction level of business and IT executives with IT-related costs and capabilities. (COBIT-defined metric)
    2. Average time to turn strategic IT objectives into an agreed-upon and approved initiative. (COBIT-defined metric)
    3. Number of deviations from resource utilization plan.

    Risks

    1. Number of security incidents causing financial loss, business disruption, or public embarrassment. (COBIT-defined metric)
    2. Number of issues related to non-compliance with policies. (COBIT-defined metric)
    3. Percentage of enterprise risk assessments that include IT-related risks. (COBIT-defined metric)
    4. Frequency with which the risk profile is updated. (COBIT-defined metric)

    Stakeholders

    1. Change in score of alignment with the scope of the planned portfolio of programs and services (using CIO-CXO Alignment Diagnostic).
    2. Percent of executive management roles with clearly defined accountabilities for IT decisions. (COBIT-defined metric)
    3. Percent of business stakeholders satisfied that IT service delivery meets agreed-upon service levels. (COBIT-defined metric)
    4. Percent of key business stakeholders involved in IT governance.

    Capture monetary value by establishing and monitoring key metrics

    While benefits of governance are often qualitative, the power of effective governance can be demonstrated through quantitative financial gains.

    Scenario 1 – Realizing Expected Gains

    Scenario 2 – Mitigating Unexpected Losses

    Metric

    Track the percentage of initiatives that provided expected ROI year over year. The optimization of the governance framework should generate an increase in this metric. Monitor this metric for continuous improvement opportunities. Track the financial losses related to non-compliance with policy or regulation. An optimized governance framework should better protect the organization against policy breach and mitigate the possibility and impact of “rogue” actions.

    Formula

    ROI of all initiatives / number of initiatives in year 2 – ROI of all initiatives / number of initiatives in year 1

    The expected result should be positive.

    Cost of non-compliance in year 2 – cost of non-compliance in year 1

    The expected result should be negative.

    Redesign IT governance to achieve optimal business outcomes

    CASE STUDY

    Industry: Healthcare
    Source: Info-Tech

    Situation

    The IT governance had been structured based on regulations and had not changed much since it was put in place. However, a move to become an integration and service focused organization had moved the organization into the world of web services, Agile development, and service-oriented architecture.

    Complication

    The existing process was well defined and entrenched, but did not enable rapid decision making and Agile service delivery. This was due to the number of committees where initiatives were reviewed, made worse by their lack of approval authority. This led to issues moving initiatives forward in the timeframes required to meet clinician needs and committed governmental deadlines.

    In addition, the revised organizational mandate had created confusion regarding the primary purpose and function of the organization and impacted the ability to prioritize spend on a limited budget.

    To complicate matters further, there was political sensitivity tied to the membership and authority of different governing committees.

    Result:

    The CEO decided that a project would be initiated by the Enterprise Architecture Group, but managed by an external consultant to optimize and restructure the governance within the organization.

    The purpose of using the external consultant was to help remove internal politics from the discussion. This allowed the organization to establish a shared view of the organization’s revised mission and IT’s role in its execution.

    The exercise led to the removal of one governing committee and the merger of two others, modification to committee authority and membership, and a refined decision-making context that was agreed to by all parties.

    The redesigned governance process led to a 30% reduction in cycle time from intake to decision, and a 15% improvement in alignment of IT spend with strategic priorities.

    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

    Redesign IT Governance – project overview

    Align IT With the Business Context

    Assess the Current State

    Redesign Governance

    Implement Redesign

    Supporting Tool icon

    Best-Practice Toolkit

    1.1 Identify Stakeholders
    1.2 Make the Case
    1.3 Present to Executives
    1.4 Customize Comm. Plan
    1.5 Review Documents
    1.6 Analyze Frameworks
    1.7 Conduct Brainstorming
    1.8 Finalize the SoBC
    2.1 Create Committee Profiles

    2.2 Build a Governance Structure Map

    2.3 Establish Governance Guidelines

    3.1 Build Governance Structure Map

    3.2 Create Committee Profiles

    3.3 Leverage Process Specific Governance Blueprints

    4.1 Identify Next Steps for the Redesign

    4.2 Establish Communication Plan

    4.3 Lead Executive Presentation

    Guided Implementations

    • Move towards gaining buy-in from the business if necessary. Then identify the major components of the SoBC.
    • Review SoBC and discuss a strategy to engage key stakeholders in the redesign.
    • Explore the process of identifying the four major elements of governance. Build guidelines for the future state.
    • Review the current state of governance and discuss the implications and guidelines.
    • Identify the changes that will need to be made.
    • Review redesigned structure and authority.
    • Review redesigned process and membership.
    • Discuss and review the implementation plan.
    • Prepare the presentation for the executives. Provide support on any final questions.
    Associated Activity icon

    Onsite Workshop

    Module 1:
    Align IT with the business context
    Module 2:
    Assess the current governance framework
    Module 3:
    Redesign the governance framework
    Module 4:
    Implement governance redesign
    Phase 1 Results:
    • Align IT’s direction with the business.
    Phase 2 Results:
    • Evaluate the strengths and weaknesses of current governance and build guidelines.
    Phase 3 Results:
    • Establish a redesign of the governance framework.
    Phase 4 Results:
    • Create an implementation plan for the communication of the redesign.

    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

    Task – Identify the Need for Governance Task – Align IT with the Business Context Task – Assess the Current State Task – Redesign Governance Framework Task – Implement Governance Redesign

    Activities

    • 1.1 Identify Stakeholders
    • 1.2 Make the Case
    • 1.3 Present to Executives
    • 1.4 Customize Communication Plan
    • 2.1 Review Documents
    • 2.2 Analyze Frameworks
    • 2.3 Conduct Brainstorming
    • 2.4 Finalize the Statement of Business Context
    • 3.1 Create Committee Profiles
    • 3.2 Build Governance Structure Map
    • 3.3 Establish Governance Guidelines
    • 4.1 Build Governance Structure Map
    • 4.2 Create Committee Profiles
    • 4.3 Leverage Process Specific Governance Blueprints
    • 5.1 Identify Next Steps for the Redesign
    • 5.2 Establish Communication Plan
    • 5.3 Lead Executive Presentation

    Deliverables

    1. Make the Case Presentation
    2. Stakeholder Power Map Template
    3. Communication Plan
    1. PESTLE Analysis
    2. SWOT Analysis
    3. Statement of Business Context
    1. Current State Assessment
    1. Future State Design Tool
    2. IT Governance Terms of Reference
    1. Implementation Plan
    2. Executive Presentation

    Improve IT Governance to Drive Business Results

    PHASE 1

    Align IT With the Business Context

    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: Align IT With the Business Context

    Proposed Time to Completion: 2-4 weeks
    Step 1.1: Identify the Need for Governance Step 1.2: Create the Statement of Business Context
    Start with an analyst kick-off call:
    • Understand the core concepts of IT governance.
    • Create a strategy for key stakeholder support.
    • Identify key communication milestones.
    Review findings with analyst:
    • Identify and discuss the process of engaging senior leadership.
    • Review findings from business analysis.
    • Review diagnostic and interview outcomes.
    Then complete these activities…
    • Identify stakeholders.
    • Make the case to executives.
    • Build a communication plan.
    Then complete these activities…
    • Review business documents.
    • Review the PESTLE and SWOT analyses.
    • Analyze outcomes of CIO-CEO Alignment Diagnostic.
    • Complete the Statement of Business Context.
    With these tools & templates:
    • Make the Case for an IT Governance Redesign
    • Stakeholder Power Map Template
    • IT Governance Stakeholder Communication Planning Tool
    With these tools & templates:
    • PESTLE Analysis Template
    • Business SWOT Analysis Template
    • CIO-CEO Alignment Diagnostic
    • Statement of Business Context Template

    Phase 1: Align IT With the Business Context

    1 2 3 4
    Align IT With the Business Context Assess the Current Governance Framework Redesign the Governance Framework Implement Governance Redesign

    Activities:

    • 1.1 Identify Stakeholders
    • 1.2 Customize Make the Case Presentation
    • 1.3 Present to Executives
    • 1.4 Customize Communication Plan
    • 1.5 Review Business Documents
    • 1.6 Analyze Business Frameworks
    • 1.7 Conduct Brainstorming Efforts
    • 1.8 Finalize the SoBC

    Outcomes:

    • Make the case for a governance redesign.
    • Create a custom communication plan to facilitate support for the redesign process.
    • Establish a collectively agreed upon statement of business context.

    Set up business-driven governance by gaining an understanding of the business context

    Fuse IT with the business by establishing a common context of what the business is trying to achieve. Align IT with the business by developing an understanding of the business state, creating a platform to build a well-aligned governance framework.

    "IT governance philosophies can no longer be a ‘black box’ … IT governance can no longer be ignored by senior executives." (Iskandar and Mohd Salleh, University of Malaya, International Journal of Digital Society)

    Info-Tech Insight

    Get consensus on the changing state of business. There must be an active understanding of the current and future state of the business for governance to address the changing needs of the business.

    The source for the governance redesign directive will dictate the route for attaining leadership buy-in

    "Without an awareness of IT governance, there is no chance that it will be followed … The higher the percentage of managers who can describe your governance, the higher the governance performance." (Jeanne Ross, Director, MIT Center for Information Systems Research)

    The path you will choose for your governance buy-in tactics will be based on the original directive to redesign governance.

    Enterprise Directive.
    In the case that the redesign is an enterprise directive, jump directly to building a communication plan.

    IT Directive.
    In the case that the redesign is an IT directive, make the case to get the business on board.

    Use the Make the Case presentation template to get buy-in from the business

    Supporting Tool icon 1A Convince senior management to redesign governance

    INSTRUCTIONS

    1. Identify Stakeholders
      Determine which business stakeholders will be impacted or involved in the redesign process.
    2. Customize the Presentation
      Identify specific pain points regarding IT-business alignment.
    3. Present to Executives
      Present the make the case presentation.

    Info-Tech Best Practice

    Use the Make the Case customizable deliverable to lead a boardroom-quality presentation proving the specific need for senior executive involvement in the governance redesign.

    Determine which business stakeholders will be impacted or involved in the redesign process

    Associated Activity icon 1.1 Identify the stakeholders for the IT governance redesign

    It is vital to identify key business and IT stakeholders before the IT governance redesign has begun. Consider whose input and influence will be necessary in order to align with the business context and redesign the governance framework accordingly.

    Business

    • Shareholders
    • Board
    • Chief Executive Officer
    • –› Example: the CEO wants to know how IT will support the achievement of strategic corporate objectives.
    • Chief Financial Officer
    • Chief Operating Officer
    • Business Executives
    • Business Process Owners
    • Strategy Executive Committee
    • Chief Risk Officer
    • Chief Information Security Officer
    • Architecture Board
    • Enterprise Risk Committee
    • Head of Human Resources
    • Compliance
    • Audit

    IT

    • Chief Information Officer
    • –› Example: the CIO would like validation from the business with regards to prioritization criteria.
    • Head Architect
    • Head of Development
    • Head of IT Operations
    • Head of IT Administration
    • Service Manager
    • Information Security Manager
    • Business Continuity Manager
    • Privacy Officer

    External

    • Government Agency
    • –› Example: some governments mandate that organizations develop and implement an IT governance framework.
    • Audit Firm

    Build a power map to prioritize stakeholders

    Associated Activity icon 1.1 2-4 hours

    Stakeholders may have competing concerns – that is, concerns that cannot be addressed with one solution. The governance redesigner must prioritize their time to address the concerns of the stakeholders who have the most power and who are most impacted by the IT governance redesign.

    Draw a stakeholder power map to visualize the importance of various stakeholders and their concerns, and to help prioritize your time with those stakeholders.

    • Power: How much influence does the stakeholder have? Enough to drive the project forward or into the ground?
    • Involvement: How interested is the stakeholder? How much involvement does the stakeholder have in the project already?
    • Impact: To what degree will the stakeholder be impacted? Will this significantly change the job?
    • Support: Is the stakeholder a supporter of the project? Neutral? A resistor?
    A power map of stakeholders with two axes and four quadrants. The vertical axis is 'Low Power' on the bottom and 'High Power' on top. The horizontal axis is 'Low Involvement' on the left and 'High Involvement' on the right. The top left quadrant is labeled 'Keep satisfied' and contains 'CFO', a Strongly Impacted Resistor, and 'COO', a Weakly Impacted Resistor. The top right quadrant is labeled 'Key Players' and contains 'CIO' and 'CEO', both Strongly Impacted Supporters. The bottom left quadrant is labeled 'Minimal effort' and contains 'Marketing Head', a Weakly Impacted Neutral, and 'Production Head', a Moderately Impacted Neutral. The bottom right quadrant is labeled 'Keep informed' and contains 'Director of Ops', a Strongly Impacted Supporter, and 'Chief Architect', a Strongly Impacted Neutral.

    Download Info-Tech’s Stakeholder Power Map Template to help you visualize your key stakeholders.

    Build a power map to prioritize stakeholders

    Associated Activity icon 1.1

    It is important to identify who will be impacted and who has power, and the level of involvement they have in the governance redesign. If they have power, will be highly impacted, and are not involved in governance, you have already lost – because they will resist later. You need to get them involved early.

    • Focus on key players – relevant stakeholders who have high power, are highly impacted, and should have a high level of involvement.
    • Engage the stakeholders that are impacted most and have the power to impede the success of redesigning IT governance.
      • For example, if a CFO, who has the power to block project funding, is heavily impacted and not involved, the IT governance redesign success will be put at risk.
    • Some stakeholders may have influence over others so you should focus your efforts on the influencer rather than the influenced.
      • For example, if an uncooperative COO is highly influenced by the Director of Operations, it is recommended to engage the latter.

    The same power map of stakeholders with two axes and four quadrants, but with focus points and notes. The vertical axis is 'Low Power' on the bottom and 'High Power' on top. The horizontal axis is 'Low Involvement' on the left and 'High Involvement' on the right. The top left quadrant is labeled 'Keep satisfied' and contains 'CFO', a Strongly Impacted Resistor, and 'COO', a Weakly Impacted Resistor, as well as a dotted line moving 'CFO' to the top right quadrant with the note 'A) needs to be engaged'. The top right quadrant is labeled 'Key Players' and contains 'CIO' and 'CEO', both Strongly Impacted Supporters, as well as the new required position of 'CFO'. The bottom left quadrant is labeled 'Minimal effort' and contains 'Marketing Head', a Weakly Impacted Neutral, and 'Production Head', a Moderately Impacted Neutral. The bottom right quadrant is labeled 'Keep informed' and contains 'Director of Ops', a Strongly Impacted Supporter, and 'Chief Architect', a Strongly Impacted Neutral, as well as a line from 'Director of Ops' to 'COO' in the top left quadrant with a note that reads 'B) Influences'.

    Identify specific pain points regarding business-IT alignment

    Associated Activity icon 1.2 2-4 hours

    INPUT: Signal Questions, CIO-CXO Alignment Diagnostic

    OUTPUT: List of Categorized Pain Points

    Materials: Make the Case for an IT Governance Redesign

    Participants: Identified Key Business Stakeholders

    1. Consider Signals for Redesign
      Refer to the Executive Brief for questions to identify pain points related to governance.
      • Benefits Realization
      • Resources
      • Risks
      • Stakeholders
    2. Conduct CIO-CEO Alignment Diagnostic
      Assess the current state of alignment between the CIO and the major stakeholders of the organization.

    See the CEO-CIO Alignment Program for more information.

    Conduct the CEO-CIO Alignment Diagnostic

    Why CEO-CIO Alignment?

    The CEO-CIO Alignment Program helps you understand the gaps between what the CEO wants for IT and what the CIO wants for IT. The program will also evaluate the current state of IT, from a strategic and tactical perspective, based on the CEO’s opinion.

    The CEO-CIO Alignment Program helps to:

    • Evaluate how the executive leadership currently feels about the IT organization’s performance along the following dimensions:
      • IT budgeting and staffing
      • IT strategic planning
      • Degree of project success
      • IT-business alignment
    • Answer the question, “What does the CEO want from IT?”
    • Understand the CEO’s perception of and vision for IT in the business.
    • Define the current and target roles for IT. Understanding IT’s current and target roles, in the eyes of the CEO, is crucial to creating IT governance. By focusing the IT governance on achieving the target role, you will ensure that the senior leadership will support the implementation of the IT governance.

    To conduct the CEO-CIO Alignment Program, follow the steps outlined below.

    1. Select the senior business leader to participate in the program. While Info-Tech suggests that the CEO participate, you might have other senior stakeholders who should be involved.
    2. Send the survey link to your senior business stakeholder and ensure the survey’s completion.
    3. Complete your portion of the survey.
    4. Hold a meeting to discuss the results and document your findings.

    See the CEO-CIO Alignment Program for more information.

    Present the “Make the Case” for IT governance redesign

    Associated Activity icon 1.3 30 minutes

    1. Review Finalized Stakeholder List
      Consolidate a list of the most important and impactful stakeholders who need further convincing to participate in the governance redesign and implementation.
    2. Present the Deck
      Include the information gathered throughout the discovery into the presentation deck and hold a meeting to review the findings.

    Business

    • Shareholders
    • Board
    • Chief Executive Officer
    • Chief Financial Officer
    • Chief Operating Officer
    • Business Executives
    • Strategy Executive Committee
    • Chief Risk Officer
    • Architecture Board
    • Enterprise Risk Committee
    • Head of Human Resources
    • Compliance

    IT

    • Chief Information Officer

    External

    • Government Agency
    • Audit Firm

    Use the Make the Case for an IT Governance Redesign template for more information.

    Create a custom communication plan to facilitate support for the redesign process

    Supporting Tool icon 1B Create a plan to engage the key stakeholders

    INSTRUCTIONS

    1. Identify Stakeholders
      Determine which business stakeholders will be involved (refer to Activity 1.1).
    2. Customize Communication Plan
      Follow up with individual communication plans.

    Info-Tech Best Practice

    Create personal communication plans to provide individualized engagement, instead of assuming that everyone will respond to the same communication style.

    Download the IT Governance Stakeholder Communication Planning Tool for more information.

    Create a communication plan to engage key stakeholders

    Associated Activity icon 1.4 1 hour
    1. Input Stakeholders
      Determine which business stakeholders will be involved (refer to Activity 1.1). Then, insert their position on the power map, the rationale to inform them, the timing of communications, and what inputs they will be needed to provide.

      Stakeholder role

      Power map position

      Why inform them

      When to inform them

      What we need from them

      Chief Executive Officer
      Chief Financial Officer
      Chief Operating Officer
    2. Identify Communication Strategy
      Outline the most effective communication plan for that stakeholder. Identify how to best communicate to the stakeholders to make sure they are appropriately engaged in the redesign process.

      Vehicle

      Audience

      Purpose

      Frequency

      Owner

      Distribution

      Level of detail

      Status Report IT Managers Project progress and deliverable status Weekly CIO, John Smith Email Details for milestones, deliverables, budget, schedule, issues, next steps
      Status Report Marketing Manager Project progress Monthly CIO, John Smith Email High-level detail for major milestone update and impact to the marketing unit

    Establish a collectively agreed upon statement of business context (SoBC)

    Supporting Tool icon 1C Document the mutual understanding of the business context

    INSTRUCTIONS

    1. Review Business Documents
      Review business documents from broad areas of the business to assess the business context.
    2. Analyze Business Frameworks
      Analyze business frameworks to articulate the current and projected future business context.
    3. Brainstorm With Key Stakeholders
      Conduct stakeholder brainstorming efforts to gain insights from key business stakeholders.
    4. Finalize the SoBC
      Document and sign the SoBC with identified stakeholders.

    Info-Tech Best Practice

    Use the Statement of Business Context customizable deliverable as a point of reference that will guide the direction of the governance redesign.

    Use the Statement of Business Context to identify the critical information needed to guide governance

    Components of the SoBC

    1. Mission
      • Who are you as an organization?
      • Who are your internal and external customers?
      • What are your core business functions?

      Example (Higher Education)
      Nurture global leaders and provide avenues for intellectual exploration.
    2. Vision
      • Is your vision statement future-facing?
      • Is your vision statement concise?
      • Is your vision statement achievable?
      • Does your vision statement involve change?

      Example
      Be a catalyst for creating the future leaders of tomorrow through dynamic and immersive educational experiences. The university will be recognized for being a prestigious innovative research hub and educational institution.
    Sample of Info-Tech's Statement of Business Context Template with the Mission and Vision Statements.

    Use the Statement of Business Context to identify the critical information needed to guide governance (cont.)

    More Components of the SoBC

    1. Strategic Objectives
      • What are the strategic initiatives of the organization?
      • Do you have a roadmap to accomplish your mission?
      • What are the primary goals of senior leaders for the organization?

      Example
      1. Meeting government regulation
      2. Revenue generation
      3. Top research quality
      4. High teaching quality
    Sample of Info-Tech's Statement of Business Context Template with Strategic Objectives.
    1. State of Business
      • Consider what the current state and future state are.
      • How does the operating model used define the state?
      • How do industry trends shape the business?
      • What internal changes impact the business model?

      Example
      Our organization aims to make quick decisions and navigate the fast-paced industry with agility, uniting the development and operational sides of the business.
    Sample of Info-Tech's Statement of Business Context Template with State of the Business.

    Leverage core concepts to determine the direction of the organization’s state of the business

    1. Mission
    2. Vision
    3. Strategic Objectives
    –›
    1. State of Business

    2. Work through if your organization’s state is small vs. large, public vs. private, and lean vs. DevOps vs. traditional.

    Small

    IT team is 30 people or less.

    Large

    IT team is more than 30 people.

    Public

    Wholly or partly funded by the government.

    Private

    No government funding is provided.
    Lean: The business aims to eliminate any waste of resources (time, effort, or money) by removing steps in the business process that do not create value. Devops/Agile: Our organization aims to make quick decisions and navigate the fast-paced industry with agility. Uniting the development and operational sides of the business. Hierarchical: Departments in the organization are siloed by function. The organization is top-down and hierarchical, and takes more time with decision making.

    ‹– Multi-State (any combination) –›

    Review business documents to assess business context

    Associated Activity icon 1.5 2-4 hours

    INPUT: Strategic Documents, Financial Documents

    OUTPUT: Mission, Vision, Strategic Objectives

    Materials: Corporate Documents

    Participants: IT Governance Redesign Owner

    Start assessing the state of the business context by leveraging easily accessible information. Many organization have strategic plans, documents, and presentations that already include a large portion of the information for the SoBC – use these sources first.

    Instructions

    1. Strategic Documents
      Leverage your organization’s strategic documents to gain understanding of the business context.

    2. Documents to Review:
    • Corporate strategy document.
    • Business unit strategy documents.
    • Annual general reports.
  • Financial Documents
    Leverage your organization’s financial documents to gain understanding of the business context.

  • Documents to Review:
    • Look for large capital expenditures.
    • Review operating costs.
    • Business cases submitted.

    Review strategic planning documents

    Overview

    Some organizations (and business units) create an authoritative strategy document. These documents contain the organization’s corporate aspirations and outline initiatives, reorganizations, and shifts in strategy. Additionally, some documents contain strategic analysis (Porter’s Five Forces, etc.).

    Action

    • Read through any of the following:
      • Corporate strategy document
      • Business unit strategy documents
      • Annual general reports
    • Watch out for key future-looking words:
      • We will be…
      • We are planning to…

    Overt Statements

    • Corporate objectives and initiatives are often explicitly stated in these documents. Look for statements that begin with phrases such as “Our corporate objectives are…”
    • Remember that different organizations use different terminology – if you cannot find the word “goal” or “objective” then look for “pillar,” “imperative,” “theme,” etc.
    • Ask a business partner to assist if you need some help.

    Covert, Outdated, and Non-Existent Statements

    • Some corporate objectives and initiatives will be mentioned in passing and will require clarification, for example:
      “As we continue to penetrate new markets, we will be diversifying our manufacturing geography to simplify distribution.”
    • Some corporate strategies may be outdated and therefore of limited use for understanding the state of business – validate the statement to ensure it is up to date.
    • Some organizations lack a strategic plan altogether. Use stakeholder interviews to identify imperatives and validate conflicting statements before moving on.

    Review financial documentation

    Overview

    Departmental budgets highlight the new projects that will launch in the next fiscal year. The overwhelming majority of these projects will have IT implications. Additionally, identifying where the department is spending money will allow you to identify business unit initiatives and operational change.

    Action

    • Scan budgets:
      • Look for large capital expenditures
      • Review operating costs
      • Review business cases submitted
    • Look for abnormalities or changes:
      • What does an increase in spending mean?
      • Does IT need to change as a result?

    Capital Budgets

    • Capital expenditures are driven by projects, which map to corporate goals and initiatives.
    • Look for large capital expenditures and cross-reference the outflows with any project plans that have been collected.
    • If an expenditure cannot be explained by project plans, request additional information.

    Operating Budgets

    • Major changes to operating costs typically reflect changes to a business unit. Some of these changes affect IT capabilities and can be classified as corporate initiatives.
    • Changes that should be classified as corporate initiatives are expansion or contraction of a labor force, outsourcing initiatives, and significant process changes.
    • Changes that should not be classified as corporate initiatives are changes in third-party fees, consulting engagements, and changes caused by inflation or growth.

    Analyze business frameworks to articulate context

    Associated Activity icon 1.6 2-4 hours

    INPUT: Industry Research, Organizational Research, Analysis Templates

    OUTPUT: PESTLE and SWOT Analysis

    Materials: Computer or Whiteboards and Markers

    Participants: IT Governance Redesign Owner

    If corporate documents denoting the key components of the SoBC are not easily available, or do not provide all information required, refer to business analysis frameworks to discover internal and external trends that impact the mission, vision, strategic objectives, and state of the business.

    1. Conduct a PESTLE Analysis
      The PESTLE analysis will support the organization in identifying external factors that impact the business. Keep watch for trends and changes in the industry.
    2. Political

      Economic

      Social

      Technological

      Legal

      Environmental

    3. Conduct a SWOT Analysis
      The SWOT analysis will be more specific to the organization and the industry in which it operates. Identify the unique strengths, weaknesses, opportunities, and threats for your organization.
    4. Strengths

      Weaknesses

      Opportunities

      Threats

    Conduct a PESTLE analysis

    Associated Activity icon 1.6 Conduct a PESTLE analysis
    • Break participants into teams and divide the categories amongst them:
      • Political trends
      • Economic trends
      • Social trends
      • Technological trends
      • Legal trends
      • Environmental trends
    • Have each group identify relevant trends under their respective categories. You must relate each trend back to the business by considering:
      • How does this affect my business?
      • Why do we care?
    • Use the prompt questions on the next slide to help the brainstorming process.
    • Have each team present its list and have remaining teams give feedback and additional suggestions.

    Political. Examine political factors such as taxes, environmental regulations, and zoning restrictions.

    Economic Examine economic factors such as interest rates, inflation rate, exchange rates, the financial and stock markets, and the job market.

    Social. Examine social factors such as gender, race, age, income, disabilities, educational attainment, employment status, and religion.

    Technological. Examine technological factors such as servers, computers, networks, software, database technologies, wireless capabilities, and availability of software as a service.

    Legal. Examine legal factors such as trade laws, labor laws, environmental laws, and privacy laws.

    Environmental. Examine environmental factors such as green initiatives, ethical issues, weather patterns, and pollution.

    Download Info-Tech’s PESTLE Analysis Template to help get started.

    Review these questions to help you conduct a PESTLE analysis

    For each prompt below, always try to answer the question: how does this affect my business?

    Political

    • Will a change in government (at any level) affect your organization?
    • Do inter-government or trade relations affect you?
    • Are there shareholder needs or demands that must be considered?

    Economical

    • How are your costs changing (moving off-shore, fluctuations in markets, etc.)?
    • Do currency fluctuations have an effect on your business?
    • Can you attract and pay for top-quality talent (e.g. desirable location, reasonable cost of living, changes to insurance requirements)?

    Social

    • What are the demographics of your customers or employees?
    • What are the attitudes of your customers or staff (do they require social media, collaboration, transparency of costs, etc.)?
    • What is the general lifecycle of an employee (i.e. is there high turnover)?
    • Is there a market of qualified staff?
    • Is your business seasonal?

    Technological

    • Do you require constant technology upgrades (faster network, new hardware, etc.)?
    • What is the appetite for innovation within your industry or business?
    • Are there demands for increasing data storage, quality, BI, etc.?
    • Are you looking at cloud technologies?
    • What is the stance on “bring your own device”?
    • Are you required to do a significant amount of development work in-house?

    Legal

    • Are there changes to trade laws?
    • Are there changes to regulatory requirements, e.g. data storage policies or privacy policies?
    • Are there union factors that must be considered?

    Environmental

    • Is there a push towards being environmentally friendly?
    • Does the weather have any effect on your business (hurricanes, flooding, etc.)?

    Conduct a SWOT analysis on the business

    Associated Activity icon 1.6 Conduct a business SWOT analysis

    Break the group into two teams.

    Assign team A internal strengths and weaknesses.

    Assign team B external opportunities and threats.

    • Have the teams brainstorm items that fit in their assigned grids. Use the prompt questions on the next slide to help you with your SWOT analysis.
    • Pick someone from each group to fill in the grids on the whiteboard.
    • Conduct a group discussion about the items on the list. Identify implications for IT and opportunities to innovate as you did for the other business and external drivers.
    Helpful
    to achieve the objective
    Harmful
    to achieve the objective
    Internal Origin
    attributes of the organization
    Strength Weaknesses
    External Origin
    attributes of the environment
    Opportunities Threats

    Download Info-Tech’s Business SWOT Analysis Template to help get started.

    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 advantages?
    • Do you have price, cost, or quality advantages?
    • Does your organizational culture offer an advantage (hiring the best people, etc.)?

    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 that are making you lose sales?

    Opportunities (External)

    • Are there market developments or new markets?
    • Industry or lifestyle trends, e.g. move to mobile?
    • Are there geographical changes in the market?
    • Are there new partnerships or 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?

    Conduct brainstorming efforts to gain insights from key business stakeholders

    Associated Activity icon 1.7 2-4 hours

    INPUT: SoBC Template

    OUTPUT: Completed SoBC

    Materials: Computer, Phone, or Other Mechanism of Connection

    Participants: CEO, CFO, COO, CMO, CHRO, and Business Unit Owners

    There are two ways to gather primary knowledge on the key components of the SoBC:

    1. Stakeholder Interviews
      Approach each individual to have a conversation about the key components of the SoBC. Go through the SoBC and fill it in together.
    2. Stakeholder Survey
      In the case that you are in a very large organization, create a stakeholder survey. Input the key components of the SoBC into an online survey maker and send it off the key stakeholders.

    Use the SoBC as the guide to both the interview and the survey. Be clear about the purpose of understanding the business context when connecting with key business stakeholders to participate in the brainstorming. This is a perfect opportunity to establish or develop a relationship with the stakeholders who will need to buy into the redesigned governance framework since it will involve and impact them significantly.

    Go directly to the information source – the key stakeholders

    Overview

    Talking to key stakeholders will allow you to get a holistic view of the business strategy. You will be able to ask follow-up questions to get a better understanding of abstract or complex concepts. Interviews also allow you to have targeted discussions with specific stakeholders who have in-depth subject-matter knowledge.

    Action

    • Talk to key stakeholders:
      • Structure focused, i.e. CEO or CFO
      • Customer focused, i.e. CMO or Head of Sales
      • Operational focused, i.e. COO
      • Lower-level employees or managers
    • Listen for key pains that IT could alleviate.

    Overcome the Unstructured Nature of Interviews

    • Interviewees will often explicitly state objectives and initiatives.
    • However, interviews are less formal and less structured than objective-oriented strategy documents. Objectives are often stated using informal language.
      “We’re talking rev gen here. That’s the name of the game. If we can get a foothold in India, there’s huge upside potential.” (VP Marketing)
    • Further analysis might translate this into a corporate imperative: increase revenue by growing our market share in India to 8% by January of next year.
    • If an imperative is unclear, ask the stakeholder for more detail.
    • Understand how key stakeholders evaluate, direct, and monitor their own areas of the business; this will give you insight as to their style.

    Receive final sign-off to proceed with developing the IT governance redesign

    Associated Activity icon 1.8 30 minutes

    Document any project assumptions or constraints. Before proceeding with the IT governance activities, validate the statement of business context with senior stakeholders. When consensus has been reached, have them sign the final page of the document.

    How to ensure sign-off:

    • Schedule a meeting with the senior stakeholders and conduct a review of the document. This meeting presents a great opportunity to deliver your interpretation of management expectations and make any modifications.
    • Obtaining stakeholder approval in person ensures there is no miscommunication or misunderstandings around the tasks that need to be accomplished to develop a successful IT governance.
    • This is an iterative process; if senior stakeholders have concerns over certain aspects of the document, revise and review again.
    • Final sign-off should only take place when mutual understanding has been reached.

    Download the SoBC Template and complete for final approval.

    Info-Tech Tip

    In most circumstances, you should have the SoBC validated with the following stakeholders:

    • CIO
    • CEO
    • CFO
    • Business Unit Leaders

    Understand the business context to set the foundation for governance redesign

    CASE STUDY

    Industry: Healthcare
    Source: Info-Tech

    Challenge

    The new business direction to become an integrator shifted focus to faster software iteration and on enabling integration and translation technologies, while moving away from creating complete, top-to-bottom IT solutions to be leveraged by clinicians and patients.

    Internal to the IT organization, this created a different in perspective on what was important to prioritize: foundational elements, web services, development, or data compliance issues. There was no longer agreement on which initiatives should move forward.

    Solution

    A series of mandatory meetings were held with key decision makers and SMEs within the organization in order to re-orient everyone on the overall purpose, goals, and outcomes of the organization.

    All attendees were asked to identify what they saw as the mission and vision of the organization.

    Finally, clinicians and patient representatives were brought in to describe how they were going to use the services the organization was providing and how it would enable better patient outcomes.

    Results

    Identifying the purpose of the work the IT organization was doing and how the services were going to be used realigned the different perspectives in the context of the healthcare outcomes they enabled.

    This activity provided a unifying view of the purpose and the state of the business. Understanding the business context prepared the organization to move forward with the governance redesign.

    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

    Sample of activity 1.1 'Determine which business stakeholders will be impacted or involved in the redesign process'. Identify Relevant Stakeholders

    Build a list of relevant stakeholders and identify their position on the stakeholder power map.

    1.4

    Sample of activity 1.4 'Create a communication plan to engage key stakeholders'. Communication Plan

    Build customized communication plans to engage the key stakeholders in IT governance redesign.

    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:

    1.7

    Sample of activity 1.7 'Review business documents to assess business context'. Gather Business Information

    Review business documents, leverage business analysis tools, and brainstorm with key executives to document the Statement of Business Context.

    1.8

    Sample of activity 1.8 'Receive final sign-off to proceed with developing the IT Governance redesign'. Finalize the Statement of Business Context

    Get final approval and acceptance on the Statement of Business Context that will guide your redesign.

    Improve IT Governance to Drive Business Results

    PHASE 2

    Assess the Current Governance Framework

    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: Assess the Current Governance Framework

    Proposed Time to Completion: 2 weeks
    Step 2.1: Outline the Current State AssessmentStep 2.2: Review the Current State Assessment
    Start with an analyst kick-off call:
    • Connect the current business state identified in Phase 1 with the current state of governance.
    • Identify the key elements of current governance.
    • Begin building the structure and committee profiles.
    Review findings with analyst:
    • Review the current governing bodies that were identified.
    • Review the current structure that was identified.
    • Determine the strengths, weaknesses, and guidelines from the implications in the current state assessment.
    Then complete these activities…
    • Identify stakeholders.
    • Make the case to executives.
    • Build a communication plan.
    Then complete these activities…
    • Create committee profiles.
    • Build governance structure map.
    With these tools & templates:
    • Current State Assessment of IT Governance
    With these tools & templates:
    • Current State Assessment of IT Governance

    Phase 2: Assess the Current Governance Framework

    1 2 3 4
    Align IT With the Business Context Assess the Current Governance Framework Redesign the Governance Framework Implement Governance Redesign

    Activities:

    • 2.1 Create Committee Profiles
    • 2.2 Build a Governance Structure Map
    • 2.3 Establish Governance Guidelines

    Outcomes:

    • Use the Current State Assessment of IT Governance to determine governance guidelines.

    Info-Tech Insight

    Don’t be passive; take action! Take an active approach to revising your governance framework. Understand why you are making decisions before actually making them.

    Explore the current governance that exists within your organization

    Your current governance framework will give you a strong understanding of the way the key stakeholders in your business currently view IT governance.

    "Much of the focus of governance today has been on the questions:
    • Are we doing [things] the right way?
    • And are we getting them done well?"
    –› "We need to shift to…
    • Are we doing the right things?
    • Are we getting the benefits?
    • What are the outcomes?
    • What do we want to achieve?
    • How do we make intelligent decisions about what will help us achieve those outcomes?"
    (John Thorp, Author of The Information Paradox)

    Leverage this understanding of IT governance to determine where governance is occurring and how it transpires.

    Conduct a current state assessment

    Supporting Tool icon 2A Assess the current governance framework

    Use this tool to critically assess each governing body to determine the areas of improvement that are necessary in order to achieve optimal business results.

    1. Identify All Governing Bodies
      Some bodies govern intentionally, and some govern through habit and practice. Outline all bodies that take on an element of governance.
    2. Create a Governance Structure Map
      Configure the structural relationships for the governing bodies using the structure map.
    3. Reveal Strengths and Weaknesses
      Identify the strengths and weaknesses of the governance structure, authority definitions, processes, and membership.
    4. Establish Governance Guidelines
      Based on the SoBC, express clear and applicable guidelines to improve on the weaknesses while retaining the strengths of your governance framework.

    Download the Current State Assessment of IT Governance to work toward these outcomes

    Conduct a current state assessment to identify governance guidelines

    Supporting Tool icon 2A Assess the current governance framework

    How to use the Current State Assessment of IT Governance deliverable: Follow the steps below to create a cohesive understanding of the current state of IT governance and the challenges that the current system poses.

    Part A – Committee Profiles

    1. Identify Governing Bodies
    2. Leverage Committee Templates
    3. Create Committee Profiles
      Use the Committee Profile Template

    Part B – Structure Map

    1. Assess Inputs and Outputs to Express Structural Relationships
    2. Create Structure Map
      Use the Governance Structure Map

    Part C – Governance Guidelines

    1. Choose Operating Model Template
    2. Identify Strengths and Weaknesses
    3. Establish Governance Guidelines
      Use the Governance Guideline Template

    What makes up the “governance framework”?

    There are four major elements of the governance framework:

    1. Structure
      Structural relationships are shown by mapping the connections between committees.
    2. Authority
      Each committee will have a purpose and area of decision making that it is accountable for.
    3. Process
      The process includes the inputs, outputs, and activities required for the committee to function.
    4. Membership The individuals or roles who sit on each committee. Take into account members’ knowledge, capability, and political influence.

    Create governing board or committee profiles

    Supporting Tool icon 2A.1 Assess the current governance framework

    Part A – Committee Profiles

    1. Identify Governing Bodies

      Establish where governance happens and who is governing. For different organizations, the governance framework will contain a variety of governing bodies or people. Use a list format to identify governing bodies that exist in your organization.
    2. Leverage Committee Templates

      Use the templates provided. Create a profile for each governing body that currently operates in your IT governance framework as listed in step 1.
    3. Create Committee Profiles

      Identify what they are governing and how they are governing.
      Using the profiles created in step 2, identify each body’s membership roles, purpose, decision areas, inputs, and outputs. Refer to the example text in the template to guide you, but feel free to adjust the text to reflect the reality of your governing body. Screenshot of the 'Committee Template - Executive Management Committee'.
      Consider the following domains of governance:
      (refer to Executive Brief)
      • Benefits realization
      • Risks
      • Resources
      Refer to our examples for some common governing bodies.

    Consistently define the components of governance in the committee profiles

    Membership

    Membership Roles
    Insert information here that reflects who the individuals are that sit on that governing body and what their role is. Include other important information about the individuals’ knowledge, skills, or capabilities that are relevant.

    Authority

    Purpose
    Define why the committee was established in the first place.

    Decision Areas
    Explain the specific areas of decision making this group is responsible for overseeing.

    Process

    Inputs
    Consider the information and materials that are needed to make decisions.

    Outputs
    Describe the outcomes of the committee. Think about decisions that were made through the governance process.

    Screenshot of the components of governance section from the 'Committee Template'.

    Map out relationships on the Governance Map

    Supporting Tool icon 2A.2 Assess the current governance framework

    Part B – Structure Map

    Structure
    1. Assess Inputs and Outputs

      Governing Bodies

      Inputs

      Outputs

      Committee #1
      Committee #2
      Committee #3
      CFO
      IT Director
      CIO
      To understand relationships between governing bodies, list the inputs and outputs for each unique committee that rely on other committees in the table provided.
    2. Create Structure Map
      Sample of the 'Current State Structure Map'. Using the outline provided, create your own governance structure map to represent the way the governing bodies interact and feed into each other. This is crucial to ensure that the governing structure is streamlined. It will ensure that communication occurs efficiently and that there are no barriers to making decisions swiftly.

    Outline the governance structure in the governance structure map

    Associated Activity icon 2.2 30 minutes
    The 'Current State Structure Map' from the last slide, but with added description. There are three tiers of groups. At the bottom is 'Run', described as 'The lowest level of governance will be an oversight of more specific initiatives and capabilities within IT.' 'Design and Build', described as 'The second tier of groups will oversee prioritization of a certain area of governance as well as second-tier decisions that feed into strategic decisions.' At the top is 'Strategy', described as 'These groups will focus on decisions that directly connect to the strategic direction of the organization.' The specific groups laid out in the map are 'Risk and Compliance Committee' which straddle the line between 'Run' and 'Design and Build', 'Portfolio Review Board' and 'IT Steering Committee (ITSC)' both of which straddle the line between 'Design and Build' and 'Strategy', 'Executive Management Committee (EMC)' which is in 'Strategy', and 'Other' in all tiers.

    Identify strengths and weaknesses of the governance framework

    Supporting Tool icon 2A.3 Assess the current governance framework

    Part C – Governance Guidelines

    1. Choose Business State Template Choose the template that represents the identified future state of business in the Statement of Business Context. Mini sample of the 'State of Business' table from the 'Statement of Business Context'.
    2. Identify Strengths and Weaknesses Input the major strengths and weaknesses of your governance that were highlighted in the brainstorming activity. Mini sample of a Strengths and Weaknesses table.
    3. Establish Governance Guidelines Draw your own implications from the strength and weaknesses that will drive the design of your governance in its future state. These guidelines should be concise and easy to implement. Mini sample of an expanded Strengths and Weaknesses table including a row for 'Implication/Guideline'. Note: Refer to the example guidelines in the Current State Assessment of IT Governance after you have considered your own specific guidelines. The examples are supplementary for your convenience.

    Distinguish your business state from the others to ensure implications act as accurate guidelines

    Business State Options

    1

    Small

    IT team is 30 people or less.

    Large

    IT team is more than 30 people.

    2

    Public

    Wholly or partly funded by the government.

    Private

    No government funding is provided.

    3

    Lean: The business aims to eliminate any waste of resources (time, effort, or money) by removing steps in the business process that do not create value.Devops: Our organization aims to make quick decisions and navigate the fast-paced industry with agility. Uniting the development and operational sides of the business. Hierarchical: Departments in the organization are siloed by function. The organization is top-down and hierarchical, and takes more time with decision making.

    ‹– Multi-State (any combination) –›

    Multi-State Example A: If you are small organization that is publicly funded and you are shifting towards a lean methodology, combine the implications of all those groups in a way that fits your organization.

    Multi-State Example B: Your organization is shifting from a more traditional state of operating to combining the development and operations groups. Use hierarchical implications to govern one group and DevOps implications for the other.

    Identify strengths and weaknesses of the governance framework

    Associated Activity icon 2.3 2 hours

    INSTRUCTIONS

    1. Input Strengths of Governance
      Include useful components of the current framework; that may include elements that are operating well, fit the future state, or are required due to regulations or statutes.
    2. Determine Weaknesses and Challenges
      Discuss the pain points of the current governance framework by looking through the lenses of structure, authority, process, or membership.

    Consider:

    • Where is governance not meeting expectations?
    • Are we doing the right things?
    • Are we getting the benefits?
    • What are the outcomes?
    • What do we want to achieve?
    • How do we make intelligent decisions about what will help us achieve those outcomes?
    *Example

    Structure

    Authority

    Process

    Membership

    Strength

    • We must maintain a legal compliance committee due to the high level of legislation in the industry
    • The ITSC gathers and prioritizes investment options, saving time for the EMC
    • The EMC only make decisions on investments that are greater than $200,000
    • The legal board has a narrow focus, allowing it to maintain its necessary purpose efficiently
    • The information flow from ITSC to the EMC allows the EMC to spend their time effectively
    • The CIO sits on the EMC and the ITSC
    • The EMC is made up of senior leadership who have stakes in all areas of the business

    Weakness

    • Wrong number (too many/little groups)
    • Relationship is misaligned (input/output problems)
    • The tier it sits on the map is misguided
    • Duplication of the same tier of decisions in different groups
    • Approval for one specific topic occurs in more than one group
    • Lack of clarity in which group makes which decisions
    • Intake – where the information is coming from is the wrong source/inaccurate
    • Time to decision (too slow)
    • Poor results of governance (redoing projects, low value)
    • There is lack of knowledge in committee membership
    • Misplaced seniority (too Jr./Sr.)
    • Lack of representation in group (breadth across the business or depth of specific area)

    Derive governance implications from strengths and weaknesses

    Associated Activity icon 2.3 2-4 hours

    INSTRUCTIONS

    1. Copy and paste your strengths and weaknesses from part B into the template that reflects your business state.
    2. Draw your own implications from the strengths and weaknesses that will drive the design of your governance in its future state. These guidelines should be concise and practical.
    *Example

    Structure

    Authority

    Process

    Membership

    Strength

    Weakness

    Implication / Guideline

    • Make sure that the decision-making authority for most areas are at the lower tier
    • Governing bodies should be lower in the organization
    • One overarching governing body – directing priorities
    • High authority at a lower point of the organization
    • Highest tier is responsible for major budget shifts
    • High-level tier - reporting and feed in from lower level groups
    • Prioritization and sequencing occur at the mid-tier
    • Lowest governing tiers will have direct links to the customer to allow for interaction
    • Project or initiative owner as the leader of the body

    Note: Use the examples of guidelines provided in the Current State Assessment of IT Governance to help formulate your own.

    Conduct a current state assessment to identify guidelines for the future state of governance

    CASE STUDY

    Industry: Healthcare
    Source: Anonymous

    Challenge

    Over time, the organization had to create a large amount of governing committees and subcommittees in order to comply with governance frameworks applied to them and to meet regulatory compliance requirements.

    The current structure was no longer optimal to meet the newly identified mandate of the organization. However, the organization did not want to start from scratch and scrap the elements that worked, such as the dates and times that had been embedded into the organization.

    Solution

    A current state assessment was planned and executed in order to review what was currently being done and identify what could be retained and what should be added, changed, or removed to improve the governance outcomes.

    The scope involved examining how current and near-term governance needs were, or were not, met through the existing structure, bodies, and their processes.

    The organization investigated governance approaches of organizations with similar governance needs and with similar constraints to model their own.

    Results

    The outputs of this exercise included:

    • A list of effective practices and committee guidelines that could be leveraged with little to no change in the future state.
    • A list of opportunities to streamline the structure and processes.

    These guidelines were used to drive recommendations for improvements to the governance structures and processes in the organization.

    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:

    2.1

    Sample of activity 2.1 'Outline the governance structure in the governance structure map'. Create Current State Structure and Profiles

    Take the time to clearly articulate the current governance framework of your organization. Outline the structure and build the committee profiles for the governing bodies in your organization.

    2.3

    Sample of activity 2.3 'Identify strengths and weaknesses of the governance framework'. Determine Strengths, Weaknesses, and Guidelines

    Evaluate the strengths of your governance framework, the weaknesses that it exhibits, and the guidelines that will help maintain the strengths and alleviate the pains.

    Improve IT Governance to Drive Business Results

    PHASE 3

    Redesign the Governance Framework

    Phase 3 Guided Implementation

    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: Redesign the Governance Framework

    Proposed Time to Completion: 4 weeks
    Step 3.1: Understand the Redesign Process Step 3.2: Review Governance Structure Step 3.3: Review Governance Committees
    Start with an analyst kick-off call:
    • Review the guidelines from the current state assessment.
    • Begin modifying the governance structure, authorities, processes, and memberships.
    Review findings with analyst:
    • Determine the impact of the guidelines on the structural layout of the framework.
    • Determine the impact of the guidelines on the authority element of the framework.
    Finalize phase deliverable:
    • Determine the impact of the guidelines on the processes within the framework.
    • Determine the impact of the guidelines on the membership element of the framework.
    Then complete these activities…
    • Break down guidelines to make sure they are actionable and realistic.
    • Identify what to add, modify, or remove.
    • Review additional sources of information.
    Then complete these activities…
    • Build and review the governance structure map.
    • Identify additions, changes, or reductions in governing bodies and their areas of authority.
    Then complete these activities…
    • Use the template provided to build committee profiles for each identified committee.
    • Identify the membership, purpose, decision areas, inputs, and outputs of each.
    • Build committee charters if needed.
    With these tools & templates:
    • Current State Assessment
    • Future State Design for IT Governance
    With these tools & templates:
    • Future State Design for IT Governance
    With these tools & templates:
    • Future State Design for IT Governance
    • IT Governance Terms of Reference

    Phase 3: Redesign the Governance Framework

    1 2 3 4
    Align IT With the Business Context Assess the Current Governance Framework Redesign the Governance Framework Implement Governance Redesign

    Activities:

    • 3.1 Build a Governance Structure Map
    • 3.2 Create Committee Profiles
    • 3.3 Leverage Process-Specific Governance Blueprints

    Outcomes:

    • Use the Future State Design for IT Governance template to build the optimal governance framework for your organization.

    Info-Tech Insight

    Keep the current and future goals in sight to build an optimized governance framework that maintains the minimum bar of oversight required.

    Anticipate the outcomes of the Future State Design for IT Governance tool

    Supporting Tool icon 3A Redesign the governance frameworks

    Use this tool to guide your organization toward transformative outcomes gleaned from an optimized governance framework.

    1. Implement Structural Guidelines
      Determine what governing bodies to add, change, or remove from your governance structure.
    2. Create a Governance Structure Map
      Configure the structural relationships for the redesigned governing bodies using the structure map.
    3. Build Effective Committees
      Use the IT Governance Terms of Reference to build profiles for each newly created committee and to alter any existing committees.
    4. Determine Follow-up Governance Support
      Access external material on governance from other Info-Tech blueprints that will help with specific governance areas.

    Download the Future State Design for IT Governance template to work toward these outcomes.

    Use the Future State Design for IT Governance tool to create a custom governance framework for your organization

    Supporting Tool icon 3A Redesign the governance frameworks

    How to use the Future State Design for IT Governance deliverable: Follow the steps below to redesign the future state of IT governance. Use the guidelines to respond to challenges identified in the current governance framework based on the current state assessment.

    Part A – Structure Map

    Part B – Committee Profiles

    1a. Input Structural Guidelines 1b. Input Authority Guidelines 1a. Input Process Guidelines 1b. Input Member Guidelines
    2. Guiding Questions
    Do governing bodies operate at a tier that matches the guidelines?

    Do governing bodies focus on the decisions that align with the guidelines?
    2. Guiding Questions
    Do the process inputs and outputs reflect the structure and authority guidelines?

    Do governing bodies engage the right people who have the roles, capacity, and knowledge to govern?
    3. Add / Change (Tier/Authority) / Remove
    Governing Bodies – Structure
    3. Adapt / Refine
    Governing Bodies – Profiles
    4. Use the Structure Map to Show Redesign Use the IT Governance Terms of Reference for Redesign

    Connect key learnings to initiate governance redesign

    The future state design will reflect the state of business that was identified in Phase 1 along with the guidelines defined in Phase 2 to build a governance framework that promotes business-IT fusion.

    Statement of Business Context –› Current State Assessment

    Identified Future Business State

    Structure
    Authority

    Leverage the structure and authority guidelines to build the governance structure.

    Defined Governance Guidelines

    Process
    Membership

    Leverage the process and membership guidelines to build the governance committees.

    Future State Design

    Use structure and authority guidelines to build a new governance structure map

    Supporting Tool icon 3A.1 Redesign the governance frameworks

    Part A – Structure Map

    Structure
    Authority
    1a. Structural Guidelines1b. Authority Guidelines
    Input the guidelines from the current state assessment to guide the redesign.

    2. Leverage Guiding Questions

    Use the guiding questions provided to assess the needed changes.
    Guiding Questions


    Do governing bodies operate at a tier that matches the guidelines?


    Do governing bodies focus on the decisions that align with the guidelines?
    Build the “where/why” of governance. Consider at what tier each committee will reside and what area of governance will be part of its domain. Modify the current structure; do not start from scratch.

    3. Add / Change (Tier/Authority) / Remove

    Determine changes to structure or authority that will be occurring for each of the current governing bodies. Work within the current structure as much as possible.A mini sample of an 'Add/Change/Remove' table for governing bodies.

    4. Use the Structure Map to Show Redesign

    Create your own governance structure map to represent the way the governing bodies interact and feed into each other. A mini sample of the 'Current State Structure Map' from before.

    Maintain as much of the existing framework as possible in the redesign

    Associated Activity icon 3.1 2-4 hours

    Future State Design

    • Structure
    • Authority

    Info-Tech Best Practice

    Keep the number of added or removed committees as low as possible, while still optimizing. The less change to the structure, the easier it will be to implement.

    Refer to the example to help guide your committee redesign.

      Determine:
    1. Do the guidelines impact committees you already have? Will you have to modify the tier or the authority of those committees?
    2. Do the guidelines require you to build a new committee to meet needs?
    3. Do the guidelines require you to remove a committee that isn’t necessary?

    All Governing Bodies

    Add

    Change

    Remove

    ITSC Structure

    Authority
    Delegate the authority of portfolio investment decisions over $200K to this body
    Portfolio Review Board This committee no longer needs to exist since its authority of portfolio investment decisions over $200K has been redelegated
    Risk and Compliance Committee Create a new governing body to address increasing risk and compliance issues that face the organization

    Outline the new governance structure in the governance structure map in the Future State Design for IT Governance tool

    Associated Activity icon 3.1 The 'Current State Structure Map' from before, but with some abbreviated terms. There are three tiers of groups. At the bottom is 'Run', described as 'The lowest level of governance will be an oversight of more specific initiatives and capabilities within IT.' 'Design and Build', described as 'The second tier of groups will oversee prioritization of a certain area of governance as well as second-tier decisions that feed into strategic decisions.' At the top is 'Strategy', described as 'These groups will focus on decisions that directly connect to the strategic direction of the organization.' The specific groups laid out in the map are 'Risk and Compliance Committee' which straddle the line between 'Run' and 'Design and Build', 'Portfolio Review Board' and 'ITSC' both of which straddle the line between 'Design and Build' and 'Strategy', 'EMC' which is in 'Strategy', and 'Other' in all tiers.

    Use process and membership guidelines along with the IT Governance Terms of Reference to build committees

    Supporting Tool icon 3A.2 Redesign the governance frameworks

    Part B – Committee Profiles

    Process
    Membership
    1a. Process Guidelines 1b. Authority Guidelines
    Input the guidelines from the current state assessment to guide the redesign.

    2. Leverage Guiding Questions

    Use the guiding questions provided to assess the needed changes.
    Guiding Questions
    Do the process inputs and outputs reflect the structure and authority guidelines?

    Do governing bodies engage the right people who have the roles, capacity, and knowledge to govern?
    Build the “what/how” of governance. Build out the process and procedures that each committee will use.

    3. Adapt / Refine Governing Body Profiles

    Using your customized guidelines, create a profile for each committee.

    We have provided templates for some common committees. To make these committee profiles reflective of your organization, use the information you have gathered in your Current State Assessment of IT Governance guidelines.

    For a more detailed approach to building out specific charters for each committee refer to the IT Governance Terms of Reference.

    A mini sample of the 'Committee Template - Executive Management Committee'.

    A mini sample of the 'IT Governance Terms of Reference'.

    Use the IT Governance Terms of Reference to establish operational procedures for governing bodies

    Associated Activity icon 3.2 3-6 hours

    Future State Design

    • Process
    • Membership

    Info-Tech Best Practice

    The people on the committee matter. Governance committee membership does not have to correspond with the organizational structure, but it should correspond with the purpose and decision areas of the governance structure.

    Refer to the example to help guide your committee redesign.

      Determine:
    1. Do the guidelines alter the members needed to achieve the outcomes?
    2. Do the guidelines change the purpose and decision areas of the committee?
    3. How do the new structure’s guidelines impact the inputs and outputs of the governing body?

    Screenshot of the 'Committee Template - Executive Management Committee'.

    Add depth to the committee profiles using the IT Governance Terms of Reference

    Supporting Tool icon 3A.3 Redesign the governance frameworks

    Refer to the sections outlined below to build a committee charter for your governance committees. Four examples are provided in the tool and can be edited for your convenience. They are: Executive Management Committee, IT Steering Committee, Portfolio Review Board, and Risk and Compliance Committee.

    1. Purpose
    2. Goals
    3. Responsibilities
    4. Committee Members
    5. RACI
    6. Procedures
    7. Agenda

    Be sure to embed the domains of governance in the charters so that committees focus on the appropriate elements of benefits realization, risk optimization, and resource optimization.

    Download the IT Governance Terms of Reference for more in-depth committee charters.

    Three pillars of planning effective governance meetings

    The effectiveness of the governance is reliant on the ability to work within operational dependencies that will exist in the governance framework. Consider these questions to guide the duration, frequency, and sequencing of your governing body meetings.

    Frequency

    • What is the quantity of decisions that must be made?
    • Is a rapid or urgent response typically required?

    Duration

    • How long should your meeting run based on your meeting frequency and the volume of work to be accomplished?

    Sequencing

    • Are there other decisions that rely on the outcomes of this meeting?
    • Are there any decisions that must be made first for others to occur?
    A venn diagram of the three pillars of planning effective governance meetings, 'Frequency', 'Duration', and 'Sequencing'.

    Leverage process-specific governance blueprints

    Associated Activity icon 3.3

    If there are specific areas of IT governance that you require further support on, refer to Info-Tech’s library of DIY blueprints, Guided Implementations, and workshops for further support. We cover IT governance in the following areas:

    Enterprise Architecture Governance

    Service Portfolio Governance

    Security Governance

    Titlecard of 'Create a Right-Sized Enterprise Architecture Governance Framework' blueprint. Titlecard of 'Lead Strategic Decision Making With Service Portfolio Management' blueprint. Titlecard of 'Build a Security Governance and Management Plan' blueprint.

    Consider the challenges and solutions when identifying a multi-state reality for your business state

    A multi-state business will face unique challenges in navigating the redesign process with the goal of combining all related business states in governance.

    1. Divergent Governance Models
      Separate the governance groups that need to function differently, and bring them back together at the highest level.
    2. Reflecting the Organizational Structure
      Unlike single-state governance, multi-state organizations should model the governance framework in reflection of the organizational structure.
    3. Combining Implications
      Prioritize which implications are the most important and make sure they work first, then see what else fits (e.g. start with regulation, then insert lean guidelines).

    The multi-state business will not fit into one “box” – consider implications from the overlapping business states.

    As business needs change, ensure that you establish triggers to reassess the design of your governance framework.

    Leverage the outcomes of the Current State Assessment and Statement of Business Context to build the future state

    CASE STUDY

    Industry: Healthcare
    Source: Info-Tech

    Challenge

    Identifying the committees and processes that should be in place in the target state required a lot of different inputs.

    A number of high-profile senior management team members were still resistant to the overall idea of applying governance to their initiatives since they were clinician driven.

    The approach and target state, including the implementation plan, had to be approved and built out.

    Solution

    The information pulled together from the current state assessment, including best practices and jurisdictional scans, were tied together with the updated mandate and future state, and a list of recommended improvements were documented.

    The improvements were presented to the optimization committee and the governance committee members to ensure agreement on the approach and confirm the timeline for agreed improvements.

    Results

    A future state mapping of the new committee structure was created, as well as the revised membership requirements, responsibilities, and terms of reference.

    The approved recommendations were prioritized and turned into an implementation plan, with each improvement being assigned an owner who would be responsible for driving the effort to completion.

    Integration points in other processes, like SDLC, where change would be required were highlighted and included in the implementation plan.

    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:

    3.1

    Sample of activity 3.1 'Maintain as much of the existing framework as possible in the redesign'. Redesign the Governance Structure

    Identify committees that need to be added, ones that must be changed, and the no-longer-needed governing bodies in an optimized and streamlined structure. Draw it out in the governance structure map.

    3.2

    Sample of activity 3.2 'Utilize the IT Governance Terms of Reference to establish operational procedures for governing bodies'. Redesign the Governing Bodies

    Use the IT Governance Terms of Reference and the Committee Template to build a committee profile for each governing body identified. Use these activities to build out and establish the processes of the modified governing groups.

    Improve IT Governance to Drive Business Results

    PHASE 4

    Implement Governance Redesign

    Phase 4 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 4: Implement Governance Redesign

    Proposed Time to Completion: 2-3 weeks
    Step 4.1: Identify Steps for Implementation Step 4.2: Finalized Implementation Plan
    Start with an analyst kick-off call:
    • Identify major steps required to implement the governance redesign.
    • Outline the components and milestones of the implementation plan.
    • Review materials needed for the executive presentation.
    Review findings with analyst:
    • Review the major milestones identified in the implementation plan.
    • Discuss potential challenges and stakeholder objections.
    • Strategize for the executive presentation.
    Then complete these activities…
    • Then complete these activities…
    • Identify next steps for the redesign.
    • Establish a communication plan.
    Then complete these activities…
    • Review the implementation plan.
    • Assess any challenging milestones and build implementation strategies.
    • Finalize the executive presentation.
    With these tools & templates:
    • IT Governance Implementation Plan
    • Redesign IT Governance to Drive Optimal Business Results Executive Presentation Template
    With these tools & templates:
    • IT Governance Implementation Plan
    • Redesign IT Governance to Drive Optimal Business Results Executive Presentation Template

    Phase 4: Implement Governance Redesign

    1 2 3 4
    Align IT With the Business Context Assess the Current Governance Framework Redesign the Governance Framework Implement Governance Redesign

    Activities:

    • 4.1 Identify Next Steps for the Redesign
    • 4.2 Establish a Communication Plan
    • 4.3 Lead the Executive Presentation

    Outcomes:

    • Rationalize steps in the Implementation Plan tool.
    • Construct an executive presentation to facilitate transparency for the governing framework.

    Anticipate and overcome implementation obstacles for the redesign

    Often high-level organizational changes create challenges. We will help you break down the barriers to optimal IT governance by addressing key obstacles.

    Key Obstacles

    Solutions

    Identifying Steps The prioritization must be driven by the common view of what is important for the organization to succeed. Prioritize the IT governance next steps according to the value they are anticipated to provide to the business.
    Communicating the Redesign The redesign of IT governance will bring impactful changes to diverse stakeholders across the organization. This phase will help you plan communication strategies for the different stakeholders.

    Info-Tech Insight

    Don’t overlook the politics and culture of your organization while redesigning your governance framework.

    Create an implementation roadmap to organize a plan for the redesign

    Supporting Tool icon 4A Create an implementation and communication plan

    INSTRUCTIONS

    1. Identify Tasks
      Decide on the order of tasks for your implementation plan. Consider the dependencies of actions and plan the sequence accordingly.
    2. Determine Communication Method
      Identify the most appropriate and impactful method of communicating at each milestone identified in step 1.

    Download the IT Governance Implementation Plan to organize your customized implementation and communication plan.

    Screenshot of a table in the 'IT Governance Implementation Plan'.

    Outline next steps for governance redesign

    Associated Activity icon 4.1

    INPUT: Tasks Identified in the Future State Design

    OUTPUT: Identified Tasks for Implementation as Well as the Audience

    Materials: N/A

    Participants: IT Governance Redesign Owner

    INSTRUCTIONS

    Keep these questions in mind as you analyze and assess what steps to take first in the redesign implementation.

    1. What needs to happen?
      Use the identified changes from the redesign as your guiding list of tasks that need to occur. If they are larger tasks, break them down into smaller parts to make the milestones more achievable.
    2. What are the dependencies?
      Throughout the implementation of the redesign, certain tasks will need to occur to enable other tasks to be performed. Make sure to clearly identify what dependencies exist in the implementation process and clearly identify the order of the tasks.
    3. Who do the changes impact?
      Consider the groups and individuals that will be impacted by changes to the governance framework. This includes key business stakeholders, IT leaders, members of governing boards, and anyone who provides an input or requires an output from one of the committees.

    Use a big-bang approach to implement the IT governance redesign

    While there are other methods to implementing change, the big-bang approach is the most effective for governance redesign and will maintain the momentum of the change as well as the support needed to make it successful.

    Phased

    Parallel

    Big Bang

    Implementation of redesign occurs in steps over a significant period of time.

    Three arrows, each beginning where the previous one ends, separated.

    Components of the redesign are brought into the governance framework, while maintaining some of the old components.

    Three arrows, each beginning slightly after the previous one begins, overlapping.

    Implementation of redesign occurs all at once. This requires significant preparation.

    One large arrow, spanning the length of the other grouped arrows, circled to emphasize.
    • Some committees will be operating under a new structure while others are not, which will undermine the changes being made.
    • This method proliferates a lack of transparency and trust.
    • Releasing IT governance in parallel leads to members sitting on too many boards and spending too much time on governance.
    • There will be a lack of clarity on a committee’s authority.
    • This approach will lead to consistency and transparency in the new process.
    • The change will be clear and fully embedded in the organization with stronger boundaries and well-defined expectations.

    Determine the most effective and impactful communication mediums for relevant stakeholders

    Associated Activity icon 4.2 1 hour

    INSTRUCTIONS

    1. Consider the Individual or Group
      Consider the group and individuals identified in step 4.1. Determine the most appropriate mechanism for communicating with that person or group. Keep in mind: If they are local, how much influence they have and if they are already engaged in the redesign process.
    2. Consider the Message
      The type of message that you are communicating will vary in impact and importance depending on the task. Make sure that the communication medium reflects your message. Keep in mind: If the you are communicating an important or more personal issue, the medium should be more personal as well.

    Screenshot of the same table in the 'IT Governance Implementation Plan'.

    Communicate the changes that result from the redesign

    Plan the message first, then deliver it to your stakeholders through the most appropriate medium to avoid message avoidance or confusion.

    Communication Medium

    Face-to-Face Communication

    Face-to-face communication helps to ensure that the audience is receiving and understanding a clear message, and allows them to voice their concerns and clarify any confusion or questions.

    • Use one-on-one meetings for key stakeholders and large organizational meetings to introduce large changes in the redesign.
    Emails

    Use email to communicate information to broad audiences. In addition, use email as the mass feedback mechanism.

    • Use email to follow up on meetings, or to invite people to next ones, but not as the sole medium of communication.
    Internal Website or Drive

    Use an internal website or drive as an information repository.

    • Store meeting minutes, policies, procedures, terms of reference, and feedback online to ensure transparency.

    Message Delivery

    1. Plan Your Message
      Emphasize what the audience really needs to know and how the change will impact them.
    2. Test Your Message
      If possible, 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
      “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
      Evaluate the effectiveness of the communications (through surveys, stakeholder interviews, or metrics) to ensure the message was delivered and received successfully and communication goals were met.

    Construct an executive presentation to facilitate transparency for the governing framework

    Supporting Tool icon 4B Present the redesign to the key business stakeholders

    INSTRUCTIONS

    1. Identify Stakeholders
      Determine which business stakeholders have been the most involved in the redesign process.
    2. Customize Presentation
      Use the deliverables that you have built throughout this redesign to communicate the changes to the structure, authority, processes, and memberships in the governance framework.
    3. Present to Executives
      Present the executive presentation to the key business stakeholders who have been involved in the redesign process.

    Info-Tech best Practice

    Use the Executive Presentation customizable deliverable to lead a boardroom-quality presentation outlining the process and outcomes of the IT governance redesign.

    Present the executive presentation

    Associated Activity icon 4.3 1 hour

    INSTRUCTIONS

    1. Input SoBC Outcomes
      Input the outcomes of the SoBC. Specify the state of the business you have identified through the process of Phase 1.
    2. Input Current State Framework and Guidelines
      Input the outcomes of the current state assessment. Explain the process you used to identify the current governance framework and how you determined the strengths, weaknesses, and guidelines.
    3. Input Redesigned Governance Framework
      Input the governance redesign outcomes. Explain the process you used to modify and reconstruct the governance framework to drive optimal business results. Show the new structure and committee profiles.

    Use the Redesign IT Governance to Drive Optimal Business Results Executive Presentation Template for more information.

    Implement the governance redesign to optimize governance and, in turn, business results

    CASE STUDY

    Industry: Healthcare
    Source: Info-Tech

    Challenge

    Members of the project management group and in the larger SDLC process identified a lack of clarity on how to best govern active projects and initiatives that were moving through the governance process during the changes to the governance framework.

    These projects had already begun under the old frameworks and applying the redesigned governance framework would lead to work duplication and wasted time.

    Solution

    The organization decided that instead of applying the redesign to all initiatives across the organization, it would only be applied to new initiatives and ones that were still working within the first part of the “gating” process, where revised intake information could still be provided.

    Active initiatives that fell into the grandfathered category were identified and could proceed based on the old process. Yet, those that did not receive this status were provided carry-over lead time to revise their documentation during the changes.

    Results

    The implementation plan and timeframes were approved and an official change-over date identified.

    A communication plan was provided, including the grandfathered approach to be used with in-flight initiatives.

    A review cycle was also established for three months after launch to ensure the process was working as expected and would be repeated annually.

    The revised process improved the cycle time by 30% and improved the ability of the organization to govern high-speed requests and decisions.

    Summary of accomplishment

    Insights

    • IT governance requires business leadership.
      Instead of IT managing and governing IT, engage business leaders to take responsibility for governing IT.
    • With great governance comes great responsibility.
      Involve relevant business leaders, who will be impacted by IT outcomes, to share governing authority of IT.
    • Establish IT-business fusion.
      In governance, alignment is not enough. Merge IT and the business through governance to ensure business success.

    Knowledge Gained

    • There must be an active understanding of the current and future state of the business for governance to address the changing needs of the business.
    • Take a proactive approach to revising your governance framework. Understand why you are making decisions before actually making them.
    • Keep the current and future goals in sight to build an optimized governance framework that maintains the minimum bar of oversight required.

    Processes Optimized

    • EDM01 – Establishing a Governance Framework
    • Understanding the four elements of governance:
      • Structure
      • Authority
      • Process
      • Members
    • Embedding the benefits realization criteria, risk optimization, and resource optimization in governance.

    Deliverables Completed

    • Statement of Business Context
    • Current State Assessment of IT Governance
    • Future State Design for IT Governance
    • IT Governance Implementation Plan

    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:

    4.1

    Sample of activity 4.1 'Outline next steps for governance redesign'. Build and Deploy the Implementation Plan

    Construct a list of tasks and consider the individuals or groups that those tasks will impact when implementing the governance redesign. Ensure consistent and transparent communication for successful outcomes.

    4.3

    Sample of activity 4.3 'Present the Executive Presentation'. Build the Executive Presentation

    Insert the state of business, current state, and future state design outcomes into a presentation to inform the key business stakeholders on the process and outcomes of the governance redesign.

    Research contributors and experts

    Deborah Eyzaguirre, IT Business Relationship Manager, UNT System

    Herbert Kraft, MIS Manager, Prairie Knights Casino

    Roslyn Kaman, CFO, Miles Nadal JCC

    Nicole Haggerty, Associate Professor of Information Systems, Ivey Business School

    Chris Austin, CTO, Ivey Business School

    Adriana Callerio, IT Director Performance Management, Molina Healthcare Inc.

    Joe Evers, Consulting Principal, JcEvers Consulting Corp

    Huw Morgan, IT Research Executive

    Joy Thiele, Special Projects Manager, Dunns Creek Baptist Church

    Rick Daoust, CIO, Cambrian College

    Related Info-Tech Research

    Bibliography

    A.T. Kearney. “The 7 Habits of Highly Effective Governance.” A.T. Kearney, 2008. Web. Nov. 2016.

    Bertolini, Phil. “The Transformational Effect of IT Governance.” Government Finance Review, Dec. 2012. Web. Nov. 2016.

    CGI. “IT Governance and Managed Services – Creative a win-win relationship” CGI Group Inc., 2015. Web. Dec. 2016.

    De Haes, Steven, and Wim Van Grembergen. “An Exploratory Study into the Design of an IT Governance Minimum Baseline through Delphi Research.” Communications of the Association for Information Systems: Vol. 22 , Article 24. 2008. Web. Nov. 2016.

    Deloitte LLP. “The Role of Senior Leaders in IT Governance.” The Wall Street Journal, 22 Jun. 2015. Web. Oct. 2016.

    Dragoon, Alice. “Four Governance Best Practices.” CIO From IDG, 15 Aug. 2003. Web. Dec. 2016.

    du Preez, Gert. “Company Size Matters: Perspectives on IT Governance.” PricewaterhouseCoopers, Aug. 2011. Web. Nov. 2016.

    Hagen, Christian, et. al. “Building a Capability-Driven IT Organization.” A.T. Kearney, Jun. 2011. Web. Nov. 2016.

    Heller, Martha. “Five Best Practices for IT Governance.” CFO.com, 27 Aug. 2012. Web. Oct. 2016.

    Hoch, Detlev, and Payan, Miguel. “Establishing Good IT Governance in the Public Sector.” McKinsey Dusseldorf, Mar. 2008. Web. Oct. 2016.

    Horne, Andrew, and Brian Foster. “IT Governance Is Killing Innovation.” Harvard Business Review, 22 Aug. 2013. Web. Dec. 2016.

    ISACA. “COBIT 5: Enabling Processes.” ISACA, 2012. Web. Oct. 2016.

    IT Governance Institute. “An Executive View of IT Governance.” IT Governance Institute, in association with PricewaterhouseCoopers. 2009. Web. Nov. 2016.

    Bibliography continued

    IT Governance Institute. “IT Governance Roundtable: Defining IT Governance.” IT Governance Institute, 2009. Web. Nov. 2016.

    Macgregor, Stuart. “The linchpin between Corporate Governance and IT Governance.” The Open Group’s EA Forum Johannesburg and Cape Town, Nov. 2013. Web. Nov. 2016.

    Mallette, Debra. “Implementing IT Governance An Introduction.” ISACA San Francisco Chapter, 23 Sep. 2009. Web. Oct. 2016.

    Massachusetts Institute of Technology. “IT Governance Introduction.” MIT Centre for Information System Research, 2016. Web. Nov. 2016.

    Mueller, Lynn, et. al. “IBM IT Governance Approach – Business Performance through IT Execution.” IBM Redbooks, Feb. 2008. Web. Nov. 2016.

    National Computing Centre. “IT Governance: Developing a successful governance strategy.” The National Computing Centre, Nov. 2005. Web. Oct. 2016.

    Pittsburgh ISACA Chapter. “Practical Approach to COBIT 5.0.” Pittsburgh ISACA Chapter, 17 Sep. 2012. Web. Nov. 2016.

    PricewaterhouseCoopers. “Great by governance: Improve IT performance and Value While Managing Risks.” PricewaterhouseCoopers, Nov. 2014. Web. Dec. 2016.

    PricewaterhouseCoopers. “IT Governance in Practice: Insights from leading CIOs.” PricewaterhouseCoopers, 2006. Web. Nov. 2016.

    Routh, Richard L. “IT Governance Part 1 of 2.” Online video clip. YouTube. The Institute of CIO Excellence, 01 Aug. 2012. Web. Nov. 2016.

    Salleh, Noor Akma Mohd, et. al. “IT Governance in Airline Industry: A Multiple Case Study.” International Journal of Digital Society, Dec. 2010. Web. Nov. 2016.

    Bibliography continued

    Speckert, Thomas, et. al. “IT Governance in Organizations Facing Decentralization – Case Study in Higher Education.” Department of Computer and Systems Sciences. Stockholm University, 2014. Web. Nov. 2016.

    Thorp, John. The Information Paradox—Realizing the Business Benefits of Information Technology. Revised Edition, McGraw Hill, 2003 (written jointly with Fujitsu).

    Vandervost, Guido, et. al. “IT Governance for the CxO.” Deloitte, Nov. 2013. Web. Nov. 2016.

    Weill, Peter, and Jeanne W. Ross. “IT Governance: How Top Performers Manage IT Decision Rights for Superior Results.” Boston: Harvard Business School, 2004. Print. Oct. 2016.

    Wong, Daron, et. al. “IT Governance in Oil and Gas: CIO Roundtable, Priorities for Surviving and Thriving in Lean Times.” Online video clip. YouTube. IT Media Group, Jun. 2016. Web. Nov. 2016.

    Develop and Deploy Security Policies

    • Buy Link or Shortcode: {j2store}256|cart{/j2store}
    • member rating overall impact: 9.5/10 Overall Impact
    • member rating average dollars saved: $19,953 Average $ Saved
    • member rating average days saved: 19 Average Days Saved
    • Parent Category Name: Governance, Risk & Compliance
    • Parent Category Link: /governance-risk-compliance
    • Employees are not paying attention to policies. Awareness and understanding of what the security policy’s purpose is, how it benefits the organization, and the importance of compliance are overlooked when policies are distributed.
    • Informal, un-rationalized, ad hoc policies do not explicitly outline responsibilities, are rarely comprehensive, and are difficult to implement, revise, and maintain.
    • Data breaches are still on the rise and security policies are not shaping good employee behavior or security-conscious practices.
    • Adhering to security policies is rarely a priority to users as compliance often feels like an interference to daily workflow. For a lot of organizations, security policies are not having the desired effect.

    Our Advice

    Critical Insight

    • Creating good policies is only half the solution. Having a great policy management lifecycle will keep your policies current, effective, and compliant.
    • Policies must be reasonable, auditable, enforceable, and measurable. If the policy items don’t meet these requirements, users can’t be expected to adhere to them. Focus on developing policies to be quantified and qualified for them to be relevant.

    Impact and Result

    • Save time and money using the templates provided to create your own customized security policies mapped to the Info-Tech framework, which incorporates multiple industry best-practice frameworks (NIST, ISO, SOC2SEC, CIS, PCI, HIPAA).

    Develop and Deploy Security Policies Research & Tools

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

    1. Develop and Deploy Security Policies Deck – A step-by-step guide to help you build, implement, and assess your security policy program.

    Our systematic approach will ensure that all identified areas of security have an associated policy.

  • Develop the security policy program.
  • Develop and implement the policy suite.
  • Communicate the security policy program.
  • Measure the security policy program.
    • Develop and Deploy Security Policies – Phases 1-4

    2. Security Policy Prioritization Tool – A structured tool to help your organization prioritize your policy suite to ensure that you are addressing the most important policies first.

    The Security Policy Prioritization Tool assesses the policy suite on policy importance, ease to implement, and ease to enforce. The output of this tool is your prioritized list of policies based on our policy framework.

    • Security Policy Prioritization Tool

    3. Security Policy Assessment Tool – A structured tool to assess the effectiveness of policies within your organization and determine recommended actions for remediation.

    The Security Policy Assessment Tool assesses the policy suite on policy coverage, communication, adherence, alignment, and overlap. The output of this tool is a checklist of remediation actions for each individual policy.

    • Security Policy Assessment Tool

    4. Security Policy Lifecycle Template – A customizable lifecycle template to manage your security policy initiatives.

    The Lifecycle Template includes sections on security vision, security mission, strategic security and policy objectives, policy design, roles and responsibilities for developing security policies, and organizational responsibilities.

    • Security Policy Lifecycle Template

    5. Policy Suite Templates – A best-of-breed templates suite mapped to the Info-Tech framework you can customize to reflect your organizational requirements and acquire approval.

    Use Info-Tech's security policy templates, which incorporate multiple industry best-practice frameworks (NIST, ISO, SOC2SEC, CIS, PCI, HIPAA), to ensure that your policies are clear, concise, and consistent.

    • Acceptable Use of Technology Policy Template
    • Application Security Policy Template
    • Asset Management Policy Template
    • Backup and Recovery Policy Template
    • Cloud Security Policy Template
    • Compliance and Audit Management Policy Template
    • Data Security Policy Template
    • Endpoint Security Policy Template
    • Human Resource Security Policy Template
    • Identity and Access Management Policy Template
    • Information Security Policy Template
    • Network and Communications Security Policy Template
    • Physical and Environmental Security Policy Template
    • Security Awareness and Training Policy Template
    • Security Incident Management Policy Template
    • Security Risk Management Policy Template
    • Security Threat Detection Policy Template
    • System Configuration and Change Management Policy Template
    • Vulnerability Management Policy Template

    6. Policy Communication Plan Template – A template to help you plan your approach for publishing and communicating your policy updates across the entire organization.

    This template helps you consider the budget time for communications, identify all stakeholders, and avoid scheduling communications in competition with one another.

    • Policy Communication Plan Template

    7. Security Awareness and Training Program Development Tool – A tool to help you identify initiatives to develop your security awareness and training program.

    Use this tool to first identify the initiatives that can grow your program, then as a roadmap tool for tracking progress of completion for those initiatives.

    • Security Awareness and Training Program Development Tool

    Infographic

    Workshop: Develop and Deploy Security Policies

    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 Security Policy Program

    The Purpose

    Define the security policy development program.

    Formalize a governing security policy lifecycle.

    Key Benefits Achieved

    Understanding the current state of policies within your organization.

    Prioritizing list of security policies for your organization.

    Being able to defend policies written based on business requirements and overarching security needs.

    Leveraging an executive champion to help policy adoption across the organization.

    Formalizing the roles, responsibilities, and overall mission of the program.

    Activities

    1.1 Understand the current state of policies.

    1.2 Align your security policies to the Info-Tech framework for compliance.

    1.3 Understand the relationship between policies and other documents.

    1.4 Prioritize the development of security policies.

    1.5 Discuss strategies to leverage stakeholder support.

    1.6 Plan to communicate with all stakeholders.

    1.7 Develop the security policy lifecycle.

    Outputs

    Security Policy Prioritization Tool

    Security Policy Prioritization Tool

    Security Policy Lifecycle Template

    2 Develop the Security Policy Suite

    The Purpose

    Develop a comprehensive suite of security policies that are relevant to the needs of the organization.

    Key Benefits Achieved

    Time, effort, and money saved by developing formally documented security policies with input from Info-Tech’s subject-matter experts.

    Activities

    2.1 Discuss the risks and drivers your organization faces that must be addressed by policies.

    2.2 Develop and customize security policies.

    2.3 Develop a plan to gather feedback from users.

    2.4 Discuss a plan to submit policies for approval.

    Outputs

    Understanding of the risks and drivers that will influence policy development.

    Up to 14 customized security policies (dependent on need and time).

    3 Implement Security Policy Program

    The Purpose

    Ensure policies and requirements are communicated with end users, along with steps to comply with the new security policies.

    Improve compliance and accountability with security policies.

    Plan for regular review and maintenance of the security policy program.

    Key Benefits Achieved

    Streamlined communication of the policies to users.

    Improved end user compliance with policy guidelines and be better prepared for audits.

    Incorporate security policies into daily schedule, eliminating disturbances to productivity and efficiency.

    Activities

    3.1 Plan the communication strategy of new policies.

    3.2 Discuss myPolicies to automate management and implementation.

    3.3 Incorporate policies and processes into your security awareness and training program.

    3.4 Assess the effectiveness of security policies.

    3.5 Understand the need for regular review and update.

    Outputs

    Policy Communication Plan Template

    Understanding of how myPolicies can help policy management and implementation.

    Security Awareness and Training Program Development Tool

    Security Policy Assessment Tool

    Action plan to regularly review and update the policies.

    Further reading

    Develop and Deploy Security Policies

    Enhance your overall security posture with a defensible and prescriptive policy suite.

    Analyst Perspective

    A policy lifecycle can be the secret sauce to managing your policies.

    A policy for policy’s sake is useless if it isn’t being used to ensure proper processes are followed. A policy should exist for more than just checking a requirement box. Policies need to be quantified, qualified, and enforced for them to be relevant.

    Policies should be developed based on the use cases that enable the business to run securely and smoothly. Ensure they are aligned with the corporate culture. Rather than introducing hindrances to daily operations, policies should reflect security practices that support business goals and protection.

    No published framework is going to be a perfect fit for any organization, so take the time to compare business operations and culture with security requirements to determine which ones apply to keep your organization secure.

    Photo of Danny Hammond, Research Analyst, Security, Risk, Privacy & Compliance Practice, Info-Tech Research Group. Danny Hammond
    Research Analyst
    Security, Risk, Privacy & Compliance Practice
    Info-Tech Research Group

    Executive Summary

    Your Challenge
    • Security breaches are damaging and costly. Trying to prevent and respond to them without robust, enforceable policies makes a difficult situation even harder to handle.
    • Informal, un-rationalized, ad hoc policies are ineffective because they do not explicitly outline responsibilities and compliance requirements, and they are rarely comprehensive.
    • Without a strong lifecycle to keep policies up to date and easy to use, end users will ignore or work around poorly understood policies.
    • Time and money is wasted dealing with preventable security issues that should be pre-emptively addressed in a comprehensive corporate security policy program.
    Common Obstacles

    InfoSec leaders will struggle to craft the right set of policies without knowing what the organization actually needs, such as:

    • The security policies needed to safeguard infrastructure and resources.
    • The scope the security policies will cover within the organization.
    • The current compliance and regulatory obligations based on location and industry.
    InfoSec leaders must understand the business environment and end-user needs before they can select security policies that fit.
    Info-Tech’s Approach

    Info-Tech’s Develop and Deploy Security Policies takes a multi-faceted approach to the problem that incorporates foundational technical elements, compliance considerations, and supporting processes:

    • Assess what security policies currently exist within the organization and consider additional secure policies.
    • Develop a policy lifecycle that will define the needs, develop required documentation, and implement, communicate, and measure your policy program.
    • Draft a set of security policies mapped to the Info-Tech framework, which incorporates multiple industry best-practice frameworks (NIST, ISO, SOC2SEC, CIS, PCI, HIPAA).

    Info-Tech Insight

    Creating good policies is only half the solution. Having a great policy management lifecycle will keep your policies current, effective, and compliant.

    Your Challenge

    This research is designed to help organizations design a program to develop and deploy security policies

    • A security policy is a formal document that outlines the required behavior and security controls in place to protect corporate assets.
    • The development of policy documents is an ambitious task, but the real challenge comes with communication and enforcement.
    • A good security policy allows employees to know what is required of them and allows management to monitor and audit security practices against a standard policy.
    • Unless the policies are effectively communicated, enforced, and updated, employees won’t know what’s required of them and will not comply with essential standards, making the policies powerless.
    • Without a good policy lifecycle in place, it can be challenging to illustrate the key steps and decisions involved in creating and managing a policy.

    The problem with security policies

    29% Of IT workers say it's just too hard and time consuming to track and enforce.

    25% Of IT workers say they don’t enforce security policies universally.

    20% Of workers don’t follow company security policies all the time.

    (Source: Security Magazine, 2020)

    Common obstacles

    The problem with security policies isn’t development; rather, it’s the communication, enforcement, and maintenance of them.

    • Employees are not paying attention to policies. Awareness and understanding of what the security policy’s purpose is, how it benefits the organization, and the importance of compliance are overlooked when policies are distributed.
    • Informal, un-rationalized, ad hoc policies do not explicitly outline responsibilities, are rarely comprehensive, and are difficult to implement, revise, and maintain.
    • Date breaches are still on the rise and security policies are not shaping good employee behavior or security-conscious practices.
    • Adhering to security policies is rarely a priority to users as compliance often feels like an interference to daily workflow. For a lot of organizations, security policies are not having the desired effect.
    Bar chart of the 'Average cost of a data breach' in years '2019-20', '20-21', and '21-22'.
    (Source: IBM, 2022 Cost of a Data Breach; n=537)

    Reaching an all-time high, the cost of a data breach averaged US$4.35 million in 2022. This figure represents a 2.6% increase from last year, when the average cost of a breach was US$4.24 million. The average cost has climbed 12.7% since 2020.

    Info-Tech’s approach

    The right policy for the right audience. Generate a roadmap to guide the order of policy development based on organizational policy requirements and the target audience.

    Actions

    1. Develop policy lifecycle
    2. Identify compliance requirements
    3. Understand which policies need to be developed, maintained, or decommissioned
    I. Define Security Policy Program

    a) Security policy program lifecycle template

    b) Policy prioritization tool
    Clockwise cycle arrows at the centre of the table. II. Develop & Implement Policy Suite

    a) Policy template set

    Policies must be reasonable, auditable, enforceable, and measurable. Policy items that meet these requirements will have a higher level of adherence. Focus on efficiently creating policies using pre-developed templates that are mapped to multiple compliance frameworks.

    Actions

    1. Differentiate between policies, procedures, standards, and guidelines
    2. Draft policies from templates
    3. Review policies, including completeness
    4. Approve policies
    Gaining feedback on policy compliance is important for updates and adaptation, where necessary, as well as monitoring policy alignment to business objectives.

    Actions

    1. Enforce policies
    2. Measure policy effectiveness
    IV. Measure Policy Program

    a) Security policy tracking tool

    III. Communicate Policy Program

    a) Security policy awareness & training tool

    b) Policy communication plan template
    Awareness and training on security policies should be targeted and must be relevant to the employees’ jobs. Employees will be more attentive and willing to incorporate what they learn if they feel that awareness and training material was specifically designed to help them.

    Actions

    1. Identify any changes in the regulatory and compliance environment
    2. Include policy awareness in awareness and training programs
    3. Disseminate policies
    Build trust in your policy program by involving stakeholder participation through the entire policy lifecycle.

    Blueprint benefits

    IT/InfoSec Benefits

    • Reduces complexity within the policy creation process by using a single framework to align multiple compliance regimes.
    • Introduces a roadmap to clearly educate employees on the do’s and don’ts of IT usage within the organization.
    • Reduces costs and efforts related to managing IT security and other IT-related threats.

    Business Benefits

    • Identifies and develops security policies that are essential to your organization’s objectives.
    • Integrates security into corporate culture while maximizing compliance and effectiveness of security policies.
    • Reduces security policy compliance risk.

    Key deliverable:

    Security Policy Templates

    Templates for policies that can be used to map policy statements to multiple compliance frameworks.

    Sample of Security Policy Templates.

    Blueprint deliverables

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

    Security Policy Prioritization Tool

    The Info-Tech Security Policy Prioritization Tool will help you determine which security policies to work on first.
    Sample of the Security Policy Prioritization Tool.
    Sample of the Security Policy Assessment Tool.

    Security Policy Assessment Tool

    Info-Tech's Security Policy Assessment Tool helps ensure that your policies provide adequate coverage for your organization's security requirements.

    Measure the value of this blueprint

    Phase

    Purpose

    Measured Value

    Define Security Policy Program Understand the value in formal security policies and determine which policies to prepare to update, eliminate, or add to your current suite. Time, value, and resources saved with guidance and templates:
    1 FTE*3 days*$80,000/year = $1,152
    Time, value, and resources saved using our recommendations and tools:
    1 FTE*2 days*$80,000/year = $768
    Develop and Implement the Policy Suite Select from an extensive policy template offering and customize the policies you need to optimize or add to your own policy program. Time, value, and resources saved using our templates:
    1 consultant*15 days*$150/hour = $21,600 (if starting from scratch)
    Communicate Security Policy Program Use Info-Tech’s methodology and best practices to ensure proper communication, training, and awareness. Time, value, and resources saved using our training and awareness resources:
    1 FTE*1.5 days*$80,000/year = $408
    Measure Security Policy Program Use Info-Tech’s custom toolkits for continuous tracking and review of your policy suite. Time, value, and resources saved by using our enforcement recommendations:
    2 FTEs*5 days*$160,000/year combined = $3,840
    Time, value, and resources saved by using our recommendations rather than an external consultant:
    1 consultant*5 days*$150/hour = $7,200

    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.

    Overall Impact

    9.5 /10

    Overall Average $ Saved

    $29,015

    Overall Average Days Saved

    25

    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 series of calls with an Info-Tech analyst to help implement our best practices in your organization.

    A typical GI is six to ten calls over the course of two to four months.

    What does a typical GI on this topic look like?

    Phase 1

    Phase 2

    Phase 3

    Phase 4

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

    Call #2: Review policy lifecycle; prioritize policy development.

    Call #3: Customize the policy templates.

    Call #4: Gather feedback on policies and get approval.

    Call #5: Communicate the security policy program.

    Call #6: Develop policy training and awareness programs.

    Call #7: Track policies and exceptions.

    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
    Define the security policy program
    Develop the security policy suite
    Develop the security policy suite
    Implement security policy program
    Finalize deliverables and next steps
    Activities

    1.1 Understand the current state of policies.

    1.2 Align your security policies to the Info-Tech framework for compliance.

    1.3 Understand the relationship between policies and other documents.

    1.4 Prioritize the development of security policies.

    1.5 Discuss strategies to leverage stakeholder support.

    1.6 Plan to communicate with all stakeholders.

    1.7 Develop the security policy lifecycle.

    2.1 Discuss the risks and drivers your organization faces that must be addressed by policies.

    2.2 Develop and customize security policies.

    2.1 Discuss the risks and drivers your organization faces that must be addressed by policies (continued).

    2.2 Develop and customize security policies (continued).

    2.3 Develop a plan to gather feedback from users.

    2.4 Discuss a plan to submit policies for approval.

    3.1 Plan the communication strategy for new policies.

    3.2 Discuss myPolicies to automate management and implementation.

    3.3 Incorporate policies into your security awareness and training program.

    3.4 Assess the effectiveness of policies.

    3.5 Understand the need for regular review and update.

    4.1 Review customized lifecycle and policy templates.

    4.2 Discuss the plan for policy roll out.

    4.3 Schedule follow-up Guided Implementation calls.

    Deliverables
    1. Security Policy Prioritization Tool
    2. Security Policy Lifecycle
    1. Security Policies (approx. 9)
    1. Security Policies (approx. 9)
    1. Policy Communication Plan
    2. Security Awareness and Training Program Development Tool
    3. Security Policy Assessment Tool
    1. All deliverables finalized

    Develop and Deploy Security Policies

    Phase 1

    Define the Security Policy Program

    Phase 1

    1.1 Understand the current state

    1.2 Align your security policies to the Info-Tech framework

    1.3 Document your policy hierarchy

    1.4 Prioritize development of security policies

    1.5 Leverage stakeholders

    1.6 Develop the policy lifecycle

    Phase 2

    2.1 Customize policy templates

    2.2 Gather feedback from users on policy feasibility

    2.3 Submit policies to upper management for approval

    Phase 3

    3.1 Understand the need for communicating policies

    3.2 Use myPolicies to automate the management of your security policies

    3.3 Design, build, and implement your communications plan

    3.4 Incorporate policies and processes into your training and awareness programs

    Phase 4

    4.1 Assess the state of security policies

    4.2 Identify triggers for regular policy review and update

    4.3 Develop an action plan to update policies

    This phase will walk you through the following activities:

    • Understand the current state of your organization’s security policies.
    • Align your security policies to the Info-Tech framework for compliance.
    • Prioritize the development of your security policies.
    • Leverage key stakeholders to champion the policy initiative.
    • Inform all relevant stakeholders of the upcoming policy program.
    • Develop the security policy lifecycle.

    1.1 Understand the current state of policies

    Scenario 1: You have existing policies

    1. Use the Security Policy Prioritization Tool to identify any gaps between the policies you already have and those recommended based on your changing business needs.
    2. As your organization undergoes changes, be sure to incorporate new requirements in the existing policies.
    3. Sometimes, you may have more specific procedures for a domain’s individual security aspects instead of high-level policies.
    4. Group current policies into the domains and use the policy templates to create overarching policies where there are none and improve upon existing high-level policies.

    Scenario 2: You are starting from scratch

    1. To get started on new policies, use the Security Policy Prioritization Tool to identify the policies Info-Tech recommends based on your business needs. See the full list of templates in the Appendix to ensure that all relevant topics are addressed.
    2. Whether you’re starting from scratch or have incomplete/ad hoc policies, use Info-Tech’s policy templates to formalize and standardize security requirements for end users.
    Info-Tech Insight

    Policies are living, evolving documents that require regular review and update, so even if you have policies already written, you’re not done with them.

    1.2 Align your security policies to the Info-Tech framework for compliance

    You have an opportunity to improve your employee alignment and satisfaction, improve organizational agility, and obtain high policy adherence. This is achieved by translating your corporate culture into a policy-based compliance culture.

    Align your security policies to the Info-Tech Security Framework by using Info-Tech’s policy templates.

    Info-Tech’s security framework uses a best-of-breed approach to leverage and align with most major security standards, including:
    • ISO 27001/27002
    • COBIT
    • Center for Internet Security (CIS) Critical Controls
    • NIST Cybersecurity Framework
    • NIST SP 800-53
    • NIST SP 800-171

    Info-Tech Security Framework

    Info-Tech Security Framework with policies grouped into categories which are then grouped into 'Governance' and 'Management'.

    1.3 Document your policy hierarchy

    Structuring policy components at different levels allows for efficient changes and direct communication depending on what information is needed.

    Policy hierarchy pyramid with 'Security Policy Lifecycle' on top, then 'Security Policies', then 'IT and/or Supporting Documentation'.

    Defines the cycle for the security policy program and what must be done but not how to do it. Aligns the business, security program, and policies.
    Addresses the “what,” “who,” “when,” and “where.”

    Defines high-level overarching concepts of security within the organization, including the scope, purpose, and objectives of policies.
    Addresses the high-level “what” and “why.”
    Changes when business objectives change.

    Defines enterprise/technology – specific, detailed guidelines on how to adhere to policies.
    Addresses the “how.”
    Changes when technology and processes change.

    Info-Tech Insight

    Design separate policies for different areas of focus. Policies that are written as single, monolithic documents are resistant to change. A hierarchical top-level document supported by subordinate policies and/or procedures can be more rapidly revised as circumstances change.

    1.3.1 Understand the relationship between policies and other documents

    Policy:
    • Provides emphasis and sets direction.
    • Standards, guidelines, and procedures must be developed to support an overarching policy.
    Arrows stemming from the above list, connecting to the three lists below.

    Standard:

    • Specifies uniform method of support for policy.
    • Compliance is mandatory.
    • Includes process, frameworks, methodologies, and technology.
    Two-way horizontal arrow.

    Procedure:

    • Step-by-step instructions to perform desired actions.
    Two-way horizontal arrow.

    Guideline:

    Recommended actions to consider in absence of an applicable standard, to support a policy.
    This model is adapted from a framework developed by CISA (Certified Information Systems Auditor).

    Supporting Documentation

    Considerations for standards

    Standards. These support policies by being much more specific and outlining key steps or processes that are necessary to meet certain requirements within a policy document. Ideally standards should be based on policy statements with a target of detailing the requirements that show how the organization will implement developed policies.

    If policies describe what needs to happen, then standards explain how it will happen.

    A good example is an email policy that states that emails must be encrypted; this policy can be supported by a standard such as Transport Layer Security (TLS) encryption that specifically ensures that all email communication is encrypted for messages “in transit” from one secure email server that has TLS enabled to another.

    There are numerous security standards available that support security policies/programs based on the kind of systems and controls that an organization would like to put in place. A good selection of supporting standards can go a long way to further protect users, data, and other organizational assets
    Key Policies Example Associated Standards
    Access Control Policy
    • Password Management User Standard
    • Account Auditing Standard
    Data Security Policy
    • Cryptography Standard
    • Data Classification Standard
    • Data Handling Standard
    • Data Retention Standard
    Incident Response Policy
    • Incident Response Plan
    Network Security Policy
    • Wireless Connectivity Standard
    • Firewall Configuration Standard
    • Network Monitoring Standard
    Vendor Management Policy
    • Vendor Risk Management Standard
    • Third-Party Access Control Standard
    Application Security Policy
    • Application Security Standard

    1.4 Prioritize development of security policies

    The Info-Tech Security Policy Prioritization Tool will help you determine which security policies to work on first.
    • The tool allows you to prioritize your policies based on:
      • Importance: How relevant is this policy to organizational security?
      • Ease to implement: What is the effort, time, and resources required to write, review, approve, and distribute the policy?
      • Ease to enforce: How much effort, time, and resources are required to enforce the policy?
    • Additionally, the weighting or priority of each variable of prioritization can be adjusted.

    Align policies to recent security concerns. If your organization has recently experienced a breach, it may be crucial to highlight corresponding policies as immediately necessary.

    Info-Tech Insight

    If you have an existing policy that aligns with one of the Info-Tech recommended templates weight Ease to Implement and Ease to Enforce as HIGH (4-5). This will decrease the priority of these policies.

    Sample of the Security Policy Prioritization Tool.

    Download the Security Policy Prioritization Tool

    1.5 Leverage stakeholders to champion policies

    Info-Tech Insight

    While management support is essential to initiating a strong security posture, allow employees to provide input on the development of security policies. This cooperation will lead to easier incorporation of the policies into the daily routines of workers, with less resistance. The security team will be less of a police force and more of a partner.

    Executive champion

    Identify an executive champion who will ensure that the security program and the security policies are supported.

    Focus on risk and protection

    Security can be viewed as an interference, but the business is likely more responsive to the concepts of risk and protection because it can apply to overall business operations and a revenue-generating mandate.

    Communicate policy initiatives

    Inform stakeholders of the policy initiative as security policies are only effective if they support the business requirements and user input is crucial for developing a strong security culture.

    Current security landscape

    Leveraging the current security landscape can be a useful mechanism to drive policy buy-in from stakeholders.

    Management buy-in

    This is key to policy acceptance; it indicates that policies are accurate, align with the business, and are to be upheld, that funds will be made available, and that all employees will be equally accountable.

    2021 Q3 Research Highlights

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    • Parent Category Name: The Briefs
    • Parent Category Link: /the-briefs
    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.

    Lead Strategic Decision Making With Service Portfolio Management

    • Buy Link or Shortcode: {j2store}397|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: Service Management
    • Parent Category Link: /service-management
    • There are no standardized processes for the intake of new ideas and no consistent view of the drivers needed to assess the value of these ideas.
    • IT is spending money on low-value services and doesn’t have the ability to understand and track value in order to prioritize IT investment.
    • CIOs are not trusted to drive innovation.

    Our Advice

    Critical Insight

    • The service portfolio empowers IT to be a catalyst in business strategy, change, and growth.
    • IT must drive value-based investment by understanding value of all services in the portfolio.
    • Organizations must assess the value of their services throughout their lifecycle to optimize business outcomes and IT spend.

    Impact and Result

    • Optimize IT investments by prioritizing services that provide more value to the business, ensuring that you do not waste money on low-value or out-of-date IT services.
    • Ensure that services are directly linked to business objectives, goals, and needs, keeping IT embedded in the strategic vision of the organization.
    • Enable the business to understand the impact of IT capabilities on business strategy.
    • Ensure that IT maintains a strategic and tactical view of the services and their value.
    • Drive agility and innovation by having a streamlined view of your business value context and a consistent intake of ideas.
    • Provide strategic leadership and create new revenue by understanding the relative value of new ideas vs. existing services.

    Lead Strategic Decision Making With Service Portfolio Management Research & Tools

    Start here – read the Executive Brief

    Service portfolio management enables organizations to become strategic value creators by establishing a dynamic view of service value. Understand the driving forces behind the need to manage services through their lifecycles.

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

    1. Establish the service portfolio

    Establish and understand the service portfolio process by setting up the Service Portfolio Worksheet.

    • Lead Strategic Decision Making With Service Portfolio Management – Phase 1: Establish the Service Portfolio
    • Service Portfolio Worksheet

    2. Develop a value assessment framework

    Use the value assessment tool to assess services based on the organization’s context of value.

    • Lead Strategic Decision Making With Service Portfolio Management – Phase 2: Develop a Value Assessment Framework
    • Value Assessment Tool
    • Value Assessment Example Tool

    3. Manage intake and assessment of initiatives

    Create a centralized intake process to manage all new service ideas.

    • Lead Strategic Decision Making With Service Portfolio Management – Phase 3: Manage Intake and Assessment of Initiatives
    • Service Intake Form

    4. Assess active services

    Continuously validate the value of the existing service and determine the future of service based on the value and usage of the service.

    • Lead Strategic Decision Making With Service Portfolio Management – Phase 4: Assess Active Services

    5. Manage and communicate the service portfolio

    Communicate and implement the service portfolio within the organization, and create a mechanism to seek out continuous improvement opportunities.

    • Lead Strategic Decision Making With Service Portfolio Management – Phase 5: Manage and Communicate the Service Portfolio
    [infographic]

    Workshop: Lead Strategic Decision Making With Service 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 Establish the Service Portfolio

    The Purpose

    Establish and understand the service portfolio process by setting up the Service Portfolio Worksheet.

    Understand at a high level the steps involved in managing the service portfolio.

    Key Benefits Achieved

    Adapt the Service Portfolio Worksheet to organizational needs and create a plan to begin documenting services in the worksheet.

    Activities

    1.1 Review the Service Portfolio Worksheet.

    1.2 Adapt the Service Portfolio Worksheet.

    Outputs

    Knowledge about the use of the Service Portfolio Worksheet.

    Adapt the worksheet to reflect organizational needs and structure.

    2 Develop a Value Assessment Framework

    The Purpose

    Understand the need for a value assessment framework.

    Key Benefits Achieved

    Identify the organizational context of value through a holistic look at business objectives.

    Leverage Info-Tech’s Value Assessment Tool to validate and determine service value.

    Activities

    2.1 Understand value from business context.

    2.2 Determine the governing body.

    2.3 Assess culture and organizational structure.

    2.4 Complete the value assessment.

    2.5 Discuss value assessment score.

    Outputs

    Alignment on value context.

    Clear roles and responsibilities established.

    Ensure there is a supportive organizational structure and culture in place.

    Understand how to complete the value assessment and obtain a value score for selected services.

    Understand how to interpret the service value score.

    3 Manage Intake and Assessment of Initiatives

    The Purpose

    Create a centralized intake process to manage all new service ideas.

    Key Benefits Achieved

    Encourage collaboration and innovation through a transparent, formal, and centralized service intake process.

    Activities

    3.1 Review or design the service intake process.

    3.2 Review the Service Intake Form.

    3.3 Design a process to assess and transfer service ideas.

    3.4 Design a process to transfer completed services to the service catalog.

    Outputs

    Create a centralized process for service intake.

    Complete the Service Intake Form for a specific initiative.

    Have a process designed to transfer approved projects to the PMO.

    Have a process designed for transferring of completed services to the service catalog.

    4 Assess Active Services

    The Purpose

    Continuously validate the value of existing services.

    Key Benefits Achieved

    Ensure services are still providing the expected outcome.

    Clear next steps for services based on value.

    Activities

    4.1 Discuss/review management of active services.

    4.2 Complete value assessment for an active service.

    4.3 Determine service value and usage.

    4.4 Determine the next step for the service.

    4.5 Document the decision regarding the service outcome.

    Outputs

    Understand how active services must be assessed throughout their lifecycles.

    Understand how to assess an existing service.

    Place the service on the 2x2 matrix based on value and usage.

    Understand the appropriate next steps for services based on value.

    Formally document the steps for each of the IRMR options.

    5 Manage and Communicate Your Service Portfolio

    The Purpose

    Communicate and implement the service portfolio within the organization.

    Key Benefits Achieved

    Obtain buy-ins for the process.

    Create a mechanism to identify changes within the organization and to seek out continuous improvement opportunities for the service portfolio management process and procedures.

    Activities

    5.1 Create a communication plan for service portfolio and value assessment.

    5.2 Create a communication plan for service intake.

    5.3 Create a procedure to continuously validate the process.

    Outputs

    Document the target audience, the message, and how the message should be communicated.

    Document techniques to encourage participation and promote participation from the organization.

    Document the formal review process, including cycle, roles, and responsibilities.

    Prepare an Actionable Roadmap for Your PMO

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    • Parent Category Name: Project Management Office
    • Parent Category Link: /project-management-office
    • Problems with project management offices (PMOs) often start with a lack of a clear definition of what the PMO is actually about and what the organization does.
    • Few organizations provide the minimum required services, and many are not using their PMOs effectively. Many people see the PMO as nothing more than the “project document police,” i.e. a source of red tape rather than a helpful support system. This impacts staffing and hiring.
    • The PMO is often misunderstood as a center for project management governance when it also needs to facilitate the communication of project data from project teams to decision makers to ensure that appropriate decisions get made around resourcing, approval of new projects, etc.
    • Accountability is something that is not clearly defined for many activities that flow through the PMO. Business leaders, project workers, and project managers are rarely as aligned as they need to be.

    Our Advice

    Critical Insight

    • There is a gap in the perception of the actual role of the PMO in many organizations by different stakeholder groups. Many people see the PMO as police that produce red tape rather than a helpful support system. Those that need to present a coherent plan to leadership to champion the need for a PMO often have an uphill battle.
    • Determine the PMO’s role and needs and then determine your staff needs based on that PMO.
    • Staff the PMO according to its actual role and needs. Don’t rush to the assumption that PMO staff starts with accomplished project managers.
    • The difference in a winning PMO is determined by a roadmap or plan created at the beginning.

    Impact and Result

    • Define a PMO with functions that work for you based on the needs of your organization and the gaps in services. A “fit-for-purpose” PMO is the right kind of PMO for your organization.
    • Determine your PMO staffing needs. Our approach to building a PMO starts by analyzing the staffing requirements of your PMO mandate.
    • Create purpose-built role descriptions. Once you understand the staff and skills you’ll need to succeed, we have job description aids you’ll need to fill the roles.

    Prepare an Actionable Roadmap for Your PMO Research & Tools

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

    1. Prepare and Actionable Roadmap for Your PMO – An actionable deck to help you establish a valuable PMO.

    Before setting up or re-structuring a PMO, organizational need should not only be taken into consideration but used as a foundation. Phase 1 of this blueprint will help you define the services that your PMO should provide to your organization, instead of the one-size-fits-all approach that doesn’t work.

    • Prepare an Actionable Roadmap for Your PMO – Phases 1-3

    2. PMO Role Definition Tool – An Excel tool to help you define the services of your PMO.

    Use the PMO Role Definition Tool to establish your PMO current state and the service gaps you may have. Use the results to determine the role your PMO should play within your organization.

    • PMO Role Definition Tool

    3. PMO Project Charter – A template to formalize your PMO and make sure everyone is on the same page.

    The PMO Project Charter shares the vision to achieve consensus between stakeholders and projects and initiatives of the PMO. Use this template to jump-start your PMO project.

    • PMO Project Charter

    4. Blank Job Description Template – A template to create different job descriptions from.

    Use this template to create your job descriptions from scratch.

    • Blank Job Description Template

    5. Portfolio Manager Job Description – A clear and realistic job description template for a Portfolio Manager.

    The Portfolio Manager will oversee the business of discovering unsatisfied needs, articulating them as project demand, and organizing appropriate responses. Your customers are the people who approve projects, and you will service them.

    • Portfolio Manager

    6. PMO Job Description Builder Workbook – An Excel tool to help you access PMO staffing requirements.

    This tool will help you assess staffing requirements to facilitate project management, business analysis, and organizational change management outcomes.

    • PMO Job Description Builder Workbook

    7. PMO Strategic Plan – A template to help you compose a PMO strategy.

    This template will help you compose a PMO strategy. Follow the steps in the blueprint to complete the strategy.

    • PMO Strategic Plan

    8. Organizational Change Impact Analysis Tool – An Excel tool to analyze the impact of change to the organization.

    Use the Organizational Change Impact Analysis Tool to analyze the effects of a change across the organization, and to assess the likelihood of adoption to right-size your OCM efforts.

    • Organizational Change Impact Analysis Tool

    9. PMO MS Project Plan – A template to map out timeline for completing the tasks to create your PMO.

    Use this tool to determine the next steps and assign tasks to the appropriate people.

    • PMO MS Project Plan Sample

    Infographic

    Workshop: Prepare an Actionable Roadmap for Your PMO

    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 Purpose

    Get a common understanding of your PMO options.

    Determine where you are and engage leadership.

    Key Benefits Achieved

    A clear vision for your PMO and an articulated reason for establishing it.

    An understanding of you PMO goals and which challenges it sets to address.

    Activities

    1.1 PPM Current State Scorecard

    1.2 SWOT Analysis

    1.3 Current State and Leadership Engagement

    1.4 PMO Mandate and Vision

    Outputs

    PPM Current State Scorecard Results

    SWOT Results

    PMO Role Development Tool

    PMO Charter

    2 Staff

    The Purpose

    Identify organizational design.

    Build job descriptions.

    Key Benefits Achieved

    An analysis of staffing requirements of your PMO that aligns with your mandate from phase 1.

    Job description aids to fill the necessary roles.

    Activities

    2.1 Right, Wrong, Missing, Confusing

    2.2 PMO Function, Roles, and Responsibilities

    2.3 Job Descriptions

    Outputs

    Right, Wrong, Missing, Confusing Results

    Job Description Survey Tool

    Job Description Templates

    3 Plan

    The Purpose

    Create a roadmap.

    Key Benefits Achieved

    An actionable roadmap that can be presented to leadership and implemented.

    Activities

    3.1 Roadmap Hierarchy and Staffing and Sizing

    3.2 Governance and Authority

    Outputs

    PMO Roadmap Draft

    Governance Authority

    4 Change

    The Purpose

    Set up governance and OCM.

    Key Benefits Achieved

    An introduction to the concept of governance and tools for a change impact analysis.

    Activities

    4.1 Analyze the impact of the change across multiple dimensions and stakeholder groups.

    4.2 Gain sponsorship.

    Outputs

    Organizational Change Impact Analysis Tool

    Sponsor Template

    Further reading

    Prepare an Actionable Roadmap for Your PMO

    Turn planning into action with a realistic PMO timeline.

    EXECUTIVE BRIEF

    Analyst Perspective

    Prepare an actionable roadmap for your PMO.

    Photo of Ugbad Farah, PMP, Senior Research Analyst, PPM, Info-Tech Research Group

    We all have junk drawers somewhere in our homes, and we probably try not to think about what’s going on in there. We’re just happy that they close and that the contents are concealed from anyone living in or passing through the house.

    What goes in these junk drawers? Things that don’t have a home, things you don’t know what to do with, and things you don’t have the time or desire to deal with. Eventually, the drawer gets full, and it doesn’t serve you anymore because you can’t add anything else to it. Instead of cleaning the drawer and keeping the things you need, you throw everything away in one sweep. One day you will start the process again.

    The junk drawer is like your project management office (PMO). The PMO is given projects that are barely scoped, projects that don’t have clear sponsors, and ad hoc administrative tasks you don’t have the time or desire to deal with. Inevitably, your PMO is out of capacity. This happens rather quickly, since it’s understaffed. You question its purpose because you made it a junk drawer. You even think about closing it. One day you will start the process again.

    Use this blueprint to stop the madness. Learn how to properly define, staff, and plan a roadmap of a PMO that will actually serve your organization.

    Ugbad Farah, PMP
    Senior Research Analyst, PPM
    Info-Tech Research Group

    Your challenge

    This research is designed to help organizations that are facing these challenges:

    • No visibility into projects
    • The organization views the PMO as unnecessary overhead
    • The PMO is not properly staffed to support the organization’s needs
    • Project managers/staff aren’t providing information or following processes
    • Leadership and sponsors are disengaged

    Pie chart of 'IT Time Allocation by Area'. The grey section on the bottom left represents 'Projects and Project Portfolio Management, 11.5%'.
    IT is responsible for many different business services. The data from Info-Tech’s IT Staffing diagnostic shows that 11.5% of staff time is spent on projects and project portfolio management. (Source: Info-Tech IT Staffing Benchmark Report)

    PMOs can’t do everything and be all things to all people. Define limits with a strong mandate and effective staffing. Make sure you have the skills and capacity to support required PMO functions.

    Project management chaos

    PMOs get pulled into the day-to-day project and resourcing issues, making it difficult to focus on running a portfolio:

    1. Teammates seem unphased by overdue tasks and missed milestones.
    2. Fire drills may happen more often than planned projects.
    3. Resources are allocated and then redirected to something more urgent.
    4. Communication that’s stuck in silos, leading to confusion about priorities.
    5. Due dates mysteriously shift without explanation.
    6. Project teams are more focused on the due date than adoption and outcomes.

    Common obstacles

    IT and PMO leaders face several challenges.

    • Many people see the PMO as nothing more than the “project document police,” i.e. a source of red tape rather than a helpful support system. This impacts staffing and hiring.
    • The PMO is often misunderstood as a center for project management governance, when it also needs to facilitate the communication of project data from project teams to decision makers to ensure that appropriate decisions get made around resourcing, approval of new projects, etc.
    • Accountability is something that is not clearly defined for many activities that flow through the PMO. Business leaders, project workers, and project managers are rarely as aligned as they need to be.

    The Reality

    68% — Sixty-eight percent of stakeholders see their PMOs as sources of unnecessary bureaucratic red tape. (Source: KeyedIn, 2014)

    50% — Fifty percent of PMOs close within the first three years due to such things as poorly defined mandates and poor leadership. (Source: KeyedIn, 2014)

    Info-Tech’s approach

    Prepare an Actionable Roadmap for Your PMO

    The Info-Tech difference:

    1. Get a departmental job description first. Defining your PMO may not be as simple as it seems. Explore the boundaries of portfolio, project, resource, and organizational change management before jumping ahead with processes and tools.
    2. The staffing plan should come before your long-term plan. Get buy-in around your definition of the roles needed to run your PMO before articulating a long-term plan. Too often, plans have been accepted without the commensurate level of staffing. Our approach gives you a chance to put hiring on the roadmap as a predecessor to accountability.
    3. Keep your eye on the ball. Build your PMO around the operational imperative to recognize completed projects as an early milestone in broader changes. In other words, projects exist to create change.

    Prepare an Actionable Roadmap for your PMO

    Turn planning into action with a realistic PMO timeline.

    50% of PMOs close within the first 3 years.

    Logo for Info-Tech.


    Logo for ITRG.

    01 Define

    DEFINE THE RIGHT KIND OF PMO

    Establish the purpose of your PMO. Identify organizational needs to fill in gaps instead of duplicating efforts.

    LOGICAL FALLACY
    “If we approve more work, we'll get more done.”

    A properly run portfolio reconciles demand (project requests) to supply (available people) and drives throughput by approving the amount of projects that can get done.

    02 Staff

    STAFF THE PMO FOR RESILIENCE

    Analyze the staffing requirements for your PMOs mandate. Create purpose-built role descriptions.

    FALSE ASSUMPTION
    “Our best project manager should run the PMO.”

    Your best project manager should be running projects and, no, they shouldn't do both.

    03 Plan

    PREPARE AN ACTIONABLE ROADMAP

    The difference in a winning PMO is determined by a roadmap or plan created at the beginning. Leaders should understand the full scope of the plan before committing their teams to the project.

    COMMON MISTAKE
    “We'll get great at project management now and worry about portfolio management later.”

    Too often, PMOs focus on project management rigor and plan to do portfolio management after that's done. But few successfully maintain the process long enough to get there. If you start with portfolio management, leadership might soften their demands for project management rigor.

    04 Execute

    ALIGN TO STRATEGIC PLAN

    Use the power of organizational change management to ensure success and adoption. Iterate through the finer points of planning and execution to deploy the kind of PMO defined in step 1, with the people described in step 2, and the strategic roadmap articulated in step 3.

    PROJECT MYOPIA
    “Let's focus on delivering the project on time so we can move on to our next project.”

    Don't forget why the idea got approved in the first place. The goal is to sustain beneficial business outcomes well beyond the completion of your project.

    Info-Tech’s methodology for Preparing an Actionable Roadmap for Your PMO

    1. Define the PMO 2. Staff the PMO 3. Prepare a Roadmap
    Phase Steps
    1. Get a Common Understanding of Your PMO Options
    2. Determine Where You Are and Engage Leadership
    1. Identify Organizational Design
    2. Build Job Descriptions
    1. Create Roadmap
    2. Governance and OCM
    Phase Outcomes A clear vision for your PMO and an articulated reason for establishing it.
    An understanding of your PMO goals and which challenges it sets to address.
    An analysis of staffing requirements of your PMO that aligns with your mandate from phase 1. Job descriptions help to fill the necessary roles. An actionable roadmap that can be presented to leadership and implemented. An introduction to the concept of governance and tools for a change impact analysis.

    Insight summary

    Overarching insight

    There is a gap in the perception of the actual role of the PMO in many organizations by different stakeholder groups. Many people see the PMO police that produce red tape rather than a helpful support system. Those that need to present a coherent plan to leadership championing the need for a PMO often have an uphill battle.

    Phase 1 insight

    Determine the PMO’s role and needs and then determine your staff needs based on that PMO.

    PMO leaders are all too often set up to fail, left to make successes out of PMOs that:

    1. have poorly defined mandates;
    2. lack the proper resourcing to support the services the organization requires; or
    3. lack executive leadership, vision, and backing.

    Phase 2 insight

    Staff the PMO according to its actual role and needs. Don’t rush to the assumption that PMO staff starts with accomplished project managers.

    Many organizations have PMOs of one person, and it is simply not a long-term recipe for success. People in this situation have a lot of weight on their shoulders and feel like they are being set up to fail. It is very challenging for anyone to run a PMO alone without support or administrative help.

    Phase 3 insight

    The difference in a winning PMO is determined by a roadmap or plan created at the beginning.

    When you are determining what your PMO will provide in the future, it is important to align the ambition of the PMO with the maturity of the business. Too often, a lot of effort is spent trying to convince businesses of the value of a PMO.

    Blueprint deliverables

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

    PMO Role Definition Tool Sample of the PMO Role Definition Tool deliverable. PMO Project Charter Template Sample of the PMO Project Charter Template deliverable.
    Blank Job Description Template
    Sample of the Blank Job Description Template deliverable.
    Sample Job Descriptions
    Sample of the Sample Job Descriptions deliverable.
    PMO Job Description Builder Workbook
    Sample of the PMO Job Description Builder Workbook deliverable.

    Blueprint deliverables

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

    PMO Strategic Plan
    Sample of the PMO Strategic Plan deliverable.
    PMO MS Project Plan Sample
    Sample of the PMO MS Project Plan Sample deliverable.
    Organizational Change Impact Analysis Tool
    Sample of the Organizational Change Impact Analysis Tool deliverable.

    Benefits

    IT Benefits

    • Determine how you can fill gaps and not duplicate efforts to bring value to your organization.
    • Ensure that key PMO capabilities like portfolio management, project management, and organizational change management are in balance.
    • Staffing is purpose-driven. Avoid putting good people in the wrong role.

    Business Benefits

    • Intake and governance have a primary focus and are not merely afterthoughts of someone primarily focused on project management methodology.
    • Avoid unrealistic commitments by ensuring better upfront analysis of ability to execute.
    • Ensure appropriately mandated sponsor management.

    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 8 to 12 calls over the course of 4 to 6 months.

    What does a typical GI on this topic look like?

      Phase 1

    • Call #1: Scope requirements, objectives, and your specific challenges.
    • Call #2: Assess current state and determine PMO role/type.
    • Call #3: Complete job description survey.
    • Phase 2

    • Call #4: Analyze survey results and complete FTE analysis.
    • Call #5: Discuss necessary roles and create job descriptions.
    • Phase 3

    • Call #6: Discuss business goals and priorities.
    • Call #7: Identify and prioritize initiatives on roadmap.
    • Call #8: Discuss governance and organizational change.
    • Call #9: Summarize results in strategic plan and discuss next steps.

    Workshop Overview

    Contact your account representative for more information.
    workshops@infotech.com1-888-670-8889

    Day 1 Day 2 Day 3 Day 4 Day 5
    Activities
    Define

    1.1 Review PPM Current State Scorecard Results

    1.2 Get a Common Understanding of Your PMO Options

    1.3 Conduct SWOT Analysis

    1.4 Current State and Leadership Engagement

    1.5 PMO Mandate and Vision

    Staff

    2.1 Identify Organizational Design

    2.2 Right, Wrong, Missing, Confusing

    2.3 PMO Function, Roles, and Responsibilities

    2.4 Job Descriptions

    Plan

    3.1 Roadmap Top-Level Hierarchy

    3.2 Roadmap Second-Level Hierarchy

    3.2 Staffing and Sizing

    3.3 Reconcile and Finalize Roadmap

    3.4 Governance and Authority

    Change

    4.1 Importance of OCM

    4.2 Sponsorship

    4.3 Analyze the Impact of the Change Across Multiple Dimensions and Stakeholder Groups

    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. PPM Current State Scorecard
    2. SWOT Results
    3. PMO Role Development Tool
    4. PMO Charter
    1. Right, Wrong, Missing, Confusing Results
    2. Job Description Survey Tool
    3. Job Description Templates
    1. PMO Roadmap Draft
    2. Governance and Authority Activity
    1. Organizational Change Impact Analysis Tool
    2. Sponsor Template
    1. Completed PMO Roadmap draft
    2. PMO Strategic Plan draft

    Prepare an Actionable Roadmap for Your PMO

    Phase 1

    Define the Right Kind of PMO

    Phase 1

    • 1.1 Get a Common Understanding of Your PMO Options
    • 1.2 Determine Where You Are and Engage Your Leadership

    Phase 2

    • 2.1 Identify Organizational Design
    • 2.2. Build Job Descriptions

    Phase 3

    • 3.1 Create Roadmap
    • 3.2 Governance and OCM

    A PMO may not simply be an office of project managers

    Project management offices are evolving and taking on activities that differ from company to company.

    1915 1930s 1950s 1980s 1990s
    Frederick Taylor introduces the PMO with the implementation of the scientific management method and the increase in the number and complexity of projects. The US Air Corps creates a Project Office function to monitor aircraft development (probably the first record of the term being used). The US military starts developing complex missile systems. Each weapon system was composed of several sub-projects grouped together in system program offices (SPOs). This built the structures underlying the traditional PMO. The Project Office concept exported to construction and IT. The PMO gains a lot of momentum with professional associations and project management certifications becoming recognized industry standards.

    Organizations are confused about what a PMO is, whether they should have one, and what it should do

    PMBOK

    The responsibilities of a PMO can range from providing project management support functions to the direct management of one or more projects. The PMO is an organizational body assigned with various responsibilities related to the centralized and coordinated management of those projects under its domain.

    The PMO may play a role in supporting strategic alignment and delivering organizational value, integrating data and information for organizational strategic projects, and evaluating how higher-level strategic objectives are being fulfilled.

    COBIT

    The PMO can be responsible for portfolio maintenance, setting a standard approach for project and program and portfolio management.

    OPM

    The PMO is an organizational body assigned with various responsibilities related to the centralized and coordinated management of those projects under its domain.

    In an effort to set a standard, the governance frameworks have over complicated it for most of us.

    Use Info-Tech’s framework to create the PMO that works for your organization

    Determine the Services Your PMO Will Provide
    Manage your PMO services in alignment with your mandate and your organization’s needs.

    Establish Your PMO’s Mandate
    Figure out the purpose of your PMO and write it down so it’s clear to your leadership. Align your mandate to the organization’s needs.

    Ensure Organizational Needs Are Being Met
    Before you can decide on what your PMO will do, find out who’s doing what in your organization so you can fill gaps instead of duplicating efforts.

    Hierarchy of PMO Needs
    Hierarchy of PMO needs with 'Organizational Needs' as the base, 'PMO Mandate' in the middle, and 'PMO Services' at the top.

    Info-Tech Insight

    Consider the principles of Maslow’s Hierarchy of Needs, which view the lower tiers of the hierarchy as fundamentally required to validate the pursuit of the higher tiers.

    Step 1.1

    Get a Common Understanding of Your PMO Options

    Activities
    • 1.1.1 Review PMO Types
    • 1.1.2 SWOT Analysis

    This step will walk you through the following activities:

    • Review Info-Tech’s PMO Types
    • Complete a Strengths, Weaknesses, Opportunities, and Threats Analysis

    This step involves the following participants:

    • PMO director and/or portfolio manager
    • PMO staff/stakeholders
    • Project managers

    Outcomes of this step

    • Current state analysis
    Define the Right Kind of PMO
    Step 1.1 Step 1.2

    People mistake the PMO as only an office with project managers

    It sounded simple enough, but no one could really explain what it meant.

    PMOs are often born out of necessity or desperation. A traumatic event happens, and leadership decides that it wouldn’t have happened had there been a “Project Management Office.” The phrase itself is often quite reassuring and offers the hope of some sort of sanity and order.

    People may not really be able to explain what a PMO is, but they do have a common understanding that it should solve all project management issues. But simply prescribing the “PMO” as a remedy for every organizational alignment is not going to be sufficient. There are different types of PMOs and more importantly there are different types of organizations.

    Screenshot of a Google search for 'what is a project management office'.
    Google and the Google logo are trademarks of Google LLC.

    The PMI has described what a PMO could be

    The PMI does not have a standard for PMOs like it does for things like project, program, and portfolio management. Its PMO definitions should be used as more of a reference point than a best practice.

    But what should it do?

    • Supportive: Provides a consultative role to projects by supplying templates, best practices, training, access to information, and lessons learned from previous projects.
    • Controlling: Provides support and requires compliance through various means.
    • Directive: Takes control of the projects by directly executing them.

    The PMI described three types of PMOs. These three types are well known in the industry, but they are essentially characteristics and do little to help people understand the functions and services of a PMO. There continue to be questions about the role a PMO should play in an organization and how it’s supposed to add value.

    Stock photo of two sticky notes reading 'project' and 'management'.

    Thousands of practitioners came together at the 2012 PMI Symposium and expanded upon PMBOK’s PMO types

    1. Managing
      Manages the work in projects and programs.
    2. Consulting
      Serves as an experience-based consultative body to project managers.
    3. Project Repository
      Repository of previous project documentation, lessons learned, etc.
    4. Enterprise PMO
      Provides PMO services to the organization.
    5. Center of Excellence
      Creates the standard and methodologies and provides tools.
    6. Managerial
      Manages the project and program managers, and eventually, other project resources.
    7. Delivery
      Manages the project and programs.

    1.1.1 Leverage Info-Tech’s PMO types to anchor yourself

    We have narrowed it down to five types of PMOs.

    ePMO
    Icon for ePMO.
    IT PMO
    Icon for IT PMO.
    PMO
    Icon for PMO.
    CMO
    Icon for CMO.
    CoE
    Icon for CoE.
    Enterprise
    Highest level PMO, typically responsible to align project and program work to strategy-significant projects or programs for the entire organization. Could include both IT and business units.
    IT
    IT PMOs provide project-related support for IT project portfolios. For many organizations PMOs originate in IT departments because of the structure required for technology-related projects.
    Project/Program
    Provides project-related tactical service as an entity to support a specific project or program. Can be dismantled when program is done.
    Change
    Change management offices (CMO) help build change management capabilities and enable change readiness in organizations.
    Excellence
    These centers differ in size and mode of organization, depending on their subject and scope. They support project work by providing the organizations with standard methodologies and tools.

    What is your definition of a PMO?

    Use this model to clearly show what is in and out of scope.

    ePMO IT PMO PMO CMO CoE
    PPM Reporting for enterprise portfolio and the financial/human resources needed to deliver them X
    PPM Finance for project/portfolio capital and expense X X
    PPM Customer Management – the customers, sponsors of the project X X
    PPM Strategy Management – projects and programs relate to corporate X X X
    PPM Program Management – related projects in the portfolio X X X
    PPM Time Accounting X X x
    PPM Business Relationship Management (BRM) X X
    PPM Project Information System (PMIS) – organization of project information X X
    PPM Administrative Support – general assistance with Portfolio X
    PPM Record Keeping – Enterprise Information X X
    RM Forecasting X
    PM Quality Assurance X X
    PM Procurement and Vendor Management X X X
    PM Project Status Reporting X X
    PM PM Services X X X
    PM Training X
    PM PM SOP X
    OCM Adoption X X
    OCM Change Management X X
    OCM Benefits Attainment X X
    OCM Forecast Benefits X X
    OCM Track Benefits X X
    GOV Intake X
    GOV Governance X X
    GOV Reporting X X X X

    Use Info-Tech’s PMO function matrix to help provide role definitions for your PMO

    Info-Tech’s potential PMO capabilities are in the header of the table below. These are the services a PMO may (or may not) provide depending on the needs of the organization.

    Portfolio Management Resource Management Project Management Organizational Change Management PMO Governance
    Recordkeeping and bookkeeping Strategy management Assessment of available supply of people and their time Project status reporting PM SOP
    (e.g. feed the portfolio, project planning, task managing)
    Benefits management Technology and infrastructure
    Reporting Financial management HR Security
    PMIS Intake Matching supply to demand based on time, cost, scope, and skill set requirements Procurement and vendor management Legal Financial
    CRM/RM/BRM Program management
    Tracking of utilization based on the allocations Quality Intake
    Time Accounting PM services
    (e.g. staffing project managers or coordinators)
    Quality assurance Organizational change management Project progress, visibility, and process
    Forecasting of utilization via supply-demand reconciliation Closure and lessons learned
    Administrative support PM Training

    The rest of this blueprint will help you choose the right capabilities and accompanying job functions for your PMO.

    Various options for specific PMO job functions are listed below each capability. PMO leaders need to decide which of these functions are required for their organization.

    1.1.2 SWOT analysis

    45-60 minutes

    Input: Current PMO governance documents and SOPs

    Output: An assessment of current strengths, opportunities, threats, and weaknesses of capabilities in previous slide

    Materials: Whiteboard/flip charts, Sticky notes

    Participants: PMO director and/or portfolio manager, PMO staff/stakeholders, Project managers

    Perform a SWOT analysis to assess the current state of PMO capabilities covered on the previous slide.

    The purpose of the SWOT is to begin to define the goals of this implementation by assessing your project management, portfolio management, resource management, organizational change management, and governance capabilities and cultivating alignment around the most critical opportunities and challenges.

    Follow these steps to complete the SWOT analysis:

    1. Have participants discuss and identify strengths, weaknesses, opportunities, and threats.
    2. Spend roughly 60 minutes on this. Use a whiteboard, flip chart, or PowerPoint slide to document results of the discussion as points are made.
    3. Make sure results are recorded and saved either using the template provided in the next slide or by taking a picture of the whiteboard or flip chart.

    1.1.2 Sample SWOT analysis

    Strengths

    • Knowledge, skills, and talent of project staff.
    • We have fairly effective project management processes.
    • Motivation to get things done when priorities, goals, and action plans are clear.

    Weaknesses

    • IT-business communication and alignment.
    • No standards are currently in place across departments. Staff are unsure which templates to use and how/when/why to use them.
    • There are no formal intake structures in place. Projects are approved and it’s up to us to “figure it out.”
    • We have no prioritization practices to keep up with constantly changing priorities and shifts in the marketplace.

    Opportunities

    • Establish portfolio discipline to improve IT-business communication through more effective and efficient project coordination.
    • Stronger initiation processes should translate to smoother project execution.
    • Establish more disciplined and efficient weekly/monthly project reporting practices that should facilitate more effective communication with senior leaders.

    Threats

    • Risk of introducing burdensome processes and documentation that takes more time away from getting things done.
    • We tried to formalize a PMO in the past and it failed after eight months.
    • We have no insight into project resourcing.

    Step 1.2

    Determine Where You Are and Engage Your Leadership

    Activities
    • 1.2.1 Assess Current State
    • 1.2.2 Gap Analysis
    • 1.2.3 Vision Exercise
    • 1.2.4 PMO Charter
    • 1.2.5 Strategic Planning

    This step will walk you through the following activities:

    • Assess the current state of your PPM/PM services using the PMO Role Definition Tool
    • Determine current gaps in your services and processes using the PMO Role Definition Tool
    • Discuss the vison for your PMO
    • Start creating your PMO charter

    This step involves the following participants:

    • PMO director and/or portfolio manager
    • PMO staff/stakeholders
    • Project managers

    Outcomes of this step

    • Results of PMO Role Definition Tool
    • PMO vision
    • PMO charter

    Define the Right Kind of PMO

    Step 1.1 Step 1.2

    Why do organizations need a PMO?

    Stock image of a man thinking.

    “If a company is not a project-oriented organization, there’s less of a need for a PMO. If they are project-focused though, they should have one. Otherwise, who’s driving the delivery of their projects? Who’s establishing their methodology? How are they managing resources efficiently?” (Mary Hubbard, PMP, director of the PMO at Siemens Government Technologies Inc., A PMI Global Executive Council Member)

    Signs you might need a PMO:

    • A lack of project transparency.
    • Significant discrepancies in project results.
    • Poor customer satisfaction rates.
    • An inability to cost projects accurately.
    • A high percentage of delayed or cancelled projects.
    • High project failure rates.
    • Poor alignment of project activity and business strategy investments.
    • Inconsistent project management processes and methodologies.
    • A lack of collaboration and knowledge sharing.
    • Little to no resource training to meet IT and business needs.
    • A lack of resource management for utilization and capacity.
    • Little to no visibility into project, program, and portfolio-level status.

    Why does your organization need a PMO?

    Observe the needs of your organization before deciding on services to support it.
    • Observe what is and what is not in place. Look for existing processes, tools, and systems and evidence that they are being followed. You might already have some pieces in place; the question becomes what to keep and what not to keep.
    • What does your organization look like?
      • Name
      • Population
      • Current Project Lifecycle
      • IT Services Team
      • # of Unique Applications
      • Annual Budget
    • Gather a list of potential areas for improvement where a PMO can add value. Once a list is established, convert it to a prioritized queue of initiatives. A key item on your list should be how projects go from beginning to end so you can understand the potential issues and opportunities with your current project delivery.
    Stock image of a hierarchy mapped out over a birds eye view of people.

    Ideally, we wouldn’t invest in project, portfolio, or OCM because they’re overhead processes without any direct value…

    …but you need to spend just enough to demonstrate you are a diligent steward of the assets under your administration.

    Organizational Change Management

    • Well-run projects can fail without OCM.
    • More than anyone else, it’s up to the sponsor to pursue outcomes.

    Project Management

    • Determine the current project management standards and methodologies.
    • Uncover any forms and templates that are currently in use.
    • If there is a lack of project management knowledge among current or future staff, you will need to do some training.

    Portfolio Management

    • Who currently approves projects and who will be approving them in the future?
    • Who is accountable for approving too many projects?
    • What roles does resource capacity play? Is it constrained or do you approve everything?
    • Are the resources in your PMO full-time?
    • How big is your portfolio?
    • How much do you spend on resources (hours or months)?

    Governance

    • Governance can mean many different things: intake, finance, over-sight of existing projects, resource management, technology and architecture, and process.
    • Don’t try to introduce governance without considering the people who may already be governing different areas.
    • Consider what things can be done without getting executive approval.

    Define your PMO’s role in the organization

    Use Info-Tech’s PMO Role Definition Tool to help establish your PMO’s future state.

    • Use Info-Tech’s PMO Role Definition Tool to figure out the functions your PMO should provide.
    • The current-state analysis uses specific questions to assess how you are doing things now and provide you with some situational awareness.
    • The gap analysis uses another set of specific questions to uncover the holes in your organization and the services that are not being provided.
    • Based on the answers you gave to the questions, the tool will populate the functions that your PMO should provide to your organization: the services your organization needs.
    • Use the outputs to start looking into missing functions and ultimately start building or re-establishing the responsibilities of your PMO.
    • Consider having multiple team members answer all the questions to establish alignment and get realistic data.

    Sample of the PMO Role Definition Tool.

    Download the PMO Role Definition Tool

    Hey, you don’t to have to spend anything on portfolio, project, and organizational change management! Assuming of course…

    • You have enough people to do all your projects
    • All projects are getting done on time
    • Your customers and employees are happy
    • You have complete visibility into the portfolio
    • Your projects align with your corporate strategy
    • Your projects align with your operational needs
    • Your strategic and operational needs are in harmony
    • You have the right skills
    • You are using all resources provided to you
    • People self-identify the right work and independently do that work
    • Time is not wasted
    • The work is production-ready (i.e. high quality)
    • Vendors honor their commitments
    • The sponsor is confident they’re getting what was committed
    • You have sufficient reports for the portfolio
    • Stakeholders make it through transitions with minimal resistance
    • The organization is prepared to adopt the outcomes of projects
    • The sponsors’ forecasted benefits are realized
    • Stakeholders are aware of the need for change
    • Stakeholders transition well from current to future state

    Use the tool on the next slide to see where you may need to spend.

    1.2.1 Assess the current state of your project environment

    20-30 minutes

    Input: Understanding of current project portfolio environment

    Output: Completed current state survey

    Materials: Tab 1 of Info-Tech’s PMO Role Definition Tool

    Participants: PMO director and/or portfolio manager, PMO staff/stakeholders, Project managers

    Screenshot from tab 1 of Info-Tech’s PMO Role Definition Tool.

    Screenshot from tab 1 of Info-Tech’s PMO Role Definition Tool. There are three columns: '#', 'Question', and 'Answer'.

    There are 20 current-state questions in column C. Together, the questions address the five capabilities in Info-Tech’s PMO function matrix (slide 28).

    Use the drop-down menu in column D to answer Agree, Somewhat Agree, Neutral, Somewhat Disagree, or Disagree to each question in column C.

    The questions are broad by design. Answer them honestly and select “neutral” if anything is not applicable.

    1.2.2 Set your target state needs to identify gaps

    15-30 minutes

    Input: Reflection on the question, “If I/We do nothing, someone in the organization is…”

    Output: Completed target state survey

    Materials: Tab 2 of Info-Tech’s PMO Role Definition Tool

    Participants: PMO director and/or portfolio manager, PMO staff/stakeholders, Project managers

    Screenshot from tab 2 of Info-Tech’s PMO Role Definition Tool.

    Screenshot from tab 2 of Info-Tech’s PMO Role Definition Tool. There are four columns: '#', 'Question', 'Answer', and 'Department'.

    Each question in column C of tab 2 should be answered in the context of, “If I do nothing, someone in the organization is…”

    Answer each question by using the drop-down menu in column D to select “Yes,” “No,” “I don’t know,” or “N/A.”

    If “Yes” include the department or area that is responsible.

    Hierarchy of PMO needs with 'Organizational Needs' highlighted. 'Organizational Needs' at the base, 'PMO Mandate' in the middle, and 'PMO Services' at the top.

    Review the preliminary list of your potential PMO functions

    Tab 3 of the PMO Role Definition Tool contains a customized version of Info-Tech’s PMO definition matrix, based upon your inputs in the previous two tabs.

    Screenshot from tab 3 of Info-Tech’s PMO Role Definition Tool. It is titled 'PMO Functions and Groups' and contains a table with five columns: 'Portfolio Management', 'Resource Management', 'Project Management', 'Organizational Change Management', and 'Governance'. Each column contains high level recommendations, and at the bottom of the columns are outputs.

    The name of the box is the group the function belongs to.

    These outputs are based on the answers to the questions on the previous 2 tabs.

    In each group’s box are high-level recommendations.

    Consider your stakeholders

    Who benefits from the new or updated PMO structure?

    In a matrix environment, understanding the challenges other teams are facing is a core requirement of an effective PMO. The best way to understand this is through direct engagement like conducting interviews and taking surveys with management and members of other teams.

    Ask yourself these questions about your PMO:

    • Are we doing the right things?
    • Do we know the current status of projects?
    • Are we managing, escalating, and resolving project issues?
    • Do PMs have the right training?
    • What is our overall utilization?

    A PMO should be structured to provide service to the organization. View it as a business, serving the stakeholders.

    1.2.3 Complete this vision exercise to produce an initial mandate for a new/improved PMO

    45-60 minutes

    Input: Outputs from SWOT analysis

    Output: An initial PMO mandate

    Materials: Whiteboard/flip charts, Sticky notes

    Participants: PMO director and/or portfolio manager, PMO staff/stakeholders, Project managers

    Now that you have an idea of the services your organization needs from steps 1.1 and 1.2 of this blueprint, you can discuss the target state of your PMO.

    Follow these steps to complete the SWOT analysis:

    1. Each person writes one aspect of a future state that would solve the issues described in the SWOT analysis (activity 1.1.1). Use sticky notes and post them on the whiteboard.
    2. As a group, identify which of these aspects would be good candidates for embodying the “core element” of your PMO’s new mandate.
    3. From the aspects gathered, have everyone individually come up with a statement of one to two sentences they think captures the overall theme and vision of this PMO.
    4. Collectively choose the best statement to use as the working mandate for your new project management office. This mandate can be modified as needed in the time leading up the creation and launch of your PMO.

    Hierarchy of PMO needs with 'PMO Mandate' highlighted. 'Organizational Needs' at the base, 'PMO Mandate' in the middle, and 'PMO Services' at the top.

    1.2.4 Use Info-Tech’s PMO Project Charter template to help capture your mandate and obtain approval

    3-4 hours

    Input: Activity 1.2.3, Logical considerations for PMO deployment (see bulleted list on this slide)

    Output: An assessment of current strengths, opportunities, threats, and weaknesses of capabilities in previous slide

    Materials: Whiteboard/flip charts, Sticky notes

    Participants: PMO director and/or portfolio manager, PMO staff/stakeholders, Project managers

    A successful PMO will offer a range of services which business units can rely on. The aim of the PMO charter is to outline what is in scope for the PMO and what services it will initially offer.

    A project charter serves several important functions. It organizes the project so you can make efficient and effective resource allocation decisions. It also communicates important details about the project purpose, scope definition, and project parameters.

    To use this template, simply modify or delete all information in grey text and convert the remaining text to black before printing or sending. Sections within the Template include:

    1. PMO Mandate
    2. Goals & Benefits
    3. Scope Definition
    4. Key PMO Stakeholders
    5. Projected Timeline for Implementation
    6. Project Roles and Responsibilities
    7. High-Level Budget
    8. High-Level Risk Assessment

    Sample of the PMO Project Charter Template.

    Download the PMO Project Charter Template

    Engage leadership to refine target-state expectations

    Stock image of a person with a megaphone. ?
    Will project managers be included in the PMO? Which projects and programs will be in the PMO’s mandate?
    ?
    Will the PMO have decision-making authority? If so, how much and on what issues?
    ?
    Where in the organizational structure will the PMO report?

    “Changing the perception of project management from ‘busy work’ to ‘valued efforts’ is easier when the PMO is properly aligned.” (Project Management Institute, October 2009)

    Don’t assume your PMO is merely tactical

    It can help drive strategy instead of just being a technical arm.

    Strategic

    Stock image of a business person.

    Tactical

    Strategic Alignment
    Leadership assumes that your presence will optimize the alignment of projects to corporate strategy.
    Process Adherence
    Leadership assumes you’re all about process.
    Portfolio Thinking
    Leadership assumes that you’re thinking about the overall throughput of projects through the portfolio.
    Project Thinking
    Leadership assumes you’re not thinking beyond the boundaries of a single project at any given time.
    Outcomes Focused
    Leadership assumes that you’re focused on the outcomes forecast by sponsors.
    Timeline Focused
    Leadership assumes you’re focused on delivering projects on time.

    Info-Tech Insight

    A key success factor for a PMO is to take part of strategic conversations; when they are left out, it creates a barrier. The PMO is the connective tissue between strategy and tactics. Don’t risk your benefits by not having the PMO Director at the table before you make decisions.

    Avoid the disconnect

    Create a strategic plan with project professionals at the table.

    • Strategic plans should guide organizations to future states, yet many don’t ever get used. This is because there is a disconnect between the people creating the strategic plan and the people being asked to implement it. Strategic planners don’t often develop their plans with the help of project managers who can ensure the plan is transferred into a working operational plan.
    • Strategic planners are broad thinkers with high-level plans whereas project professionals often work in the trenches. The disconnect between the two can often result in cost overruns, delays in implementation, low worker morale, and an overall chaotic work environment.
    • By putting strategic planners and project managers together to work on the strategic planning process, they can see what the other sees and plan accordingly.
    • Twenty-seven percent more projects are executed successfully when a company’s structure and resources align with their strategy (KPMG, 2017).

    “The failure to build a bridge between the strategic planning process and project management’s planning process is a major reason strategic plans don’t work.” (Bruce McGraw, Project/Programme Manager)

    1.2.5 Strategic planning

    1 hour

    To create a strategic plan that provides value, recognize that the strategic plan for the PMO is not the PMO charter.

    • The PMO charter is the organizational mandate for the PMO. It defines the role, purpose and functions of the PMO. It articulates who the PMO's sponsors and customers are, the services that it offers, and the staffing and support structures required to deliver those services. And, it assumes that a decision to have a PMO has already been made.
    • A strategic plan enables the PMO to play an essential role in achieving a company’s business goals, setting out clear objectives and then providing a roadmap on how to achieve them. A strategic plan maps the tools and resources necessary to achieve successful project outcomes.

    To create a results-driven strategic plan for your PMO, it is helpful to follow a top-down format:

    • Start by going through the list on the right and update the strategic plan.
    • What are the top project-related issues and opportunities you want your PMO to address and what’s the value to the business of trusting them?

    Vision: this needs to be a vivid and common image
    Mission: this is the special assignment that is given to a group
    Goals: these are broad statements of future conditions
    Objectives: these are operational statements that indicate how much and by when (e.g. deliverables or intangible objectives like productivity)
    Strategies: these are the set of actions that need to take place
    Needs: these are the things required to carry out the strategy
    Critical Success Factors: these are the key areas of activity in which favorable results are necessary to reach the goal

    Download the PMO Strategic Plan

    Prepare an Actionable Roadmap for Your PMO

    Phase 2

    Staff Your PMO for Resilience

    Phase 1

    • 1.1 Get a Common Understanding of Your PMO Options
    • 1.2 Determine Where You Are and Engage Your Leadership

    Phase 2

    • 2.1 Identify Organizational Design
    • 2.2. Build Job Descriptions

    Phase 3

    • 3.1 Create Roadmap
    • 3.2 Governance and OCM

    Info-Tech’s approach

    Follow our two-step approach to successfully staff your PMO.

    1. Determine your PMO staffing needs.
      Our approach to building a PMO starts by analyzing the staffing requirements of your PMO mandate.
    2. Create purpose-built role descriptions.
      Once you have an understanding of the staff and skills you’ll need to succeed, we have job description aids you’ll need to fill the roles.

    The Info-Tech difference:

    1. Save time developing a purpose-built approach. There is no one-size-fits-all approach to PMO staffing. The advice and tools in this research will help you quickly determine your unique staffing needs and guide your next steps to get the staffing you need.
    2. Leverage insider research. We’ve worked with thousands of PMOs and have seen the good, the bad, and the ugly of PMO staffing. The approach in this research is informed by client successes and will help you avoid the common mistakes that drive PMO failure.

    IT staff allocation for project work

    Projects and Project Portfolio Management

    58.3% — 58% of respondents feel they have the appropriate staffing level to execute project management effectively. (Source: Info-Tech IT Staffing Benchmark Report)

    59.8% — 59% feel they have the appropriate staffing level to execute requirements gathering effectively. (Source: Info-Tech IT Staffing Benchmark Report)

    The GDP contributions from project-oriented industries are forecasted to reach $20.2 trillion over the next 20 years. (Source: “Project Management: Job Growth and Talent Gap” Project Management Institute, 2017)

    Info-Tech Insight

    Project work is only going to increase, and in general, people are dissatisfied with their current staffing levels.

    Step 2.1

    Identify Organizational Design

    Activities
    • 2.1.1 Right, Wrong, Missing, Confusing
    • 2.1.2 Map Your Current Structure
    • 2.1.3 Inventory Assessment
    • 2.1.4 Job Description Survey

    This step will walk you through the following activities:

    • Complete a Right, Wrong, Missing, Confusing analysis
    • Determine your current organizational/PMO structure
    • Assess your current inventory
    • Complete the job description survey

    This step involves the following participants:

    • PMO director and/or portfolio manager
    • PMO staff/stakeholders
    • Project managers

    Outcomes of this step

    • Current-state analysis
    • Job description survey results

    Staff Your PMO for Resilience

    Step 2.1 Step 2.2

    2.1.1 Right, wrong, missing, confusing

    30-45 minutes

    Input: Current PMO process, Current PMO org. chart

    Output: An assessment of current things that are being done right and wrong and what is currently missing and confusing

    Materials: Whiteboard/flip charts, Sticky notes

    Participants: PMO director and/or portfolio manager, PMO staff, Project managers

    Perform a right, wrong, missing, confusing analysis to assess the current state of your PMO and its staff.

    The purpose of this exercise is to begin to define the goals of this implementation by assessing your staffing capabilities and cultivating alignment around the most critical opportunities and challenges.

    Follow these steps to complete the analysis:

    1. Have participants discuss what is wrong, right, missing, and confusing.
    2. Spend roughly 45 minutes on this. Use a whiteboard, flip chart, or PowerPoint slide to document results of the discussion as points are made.
    3. Make sure results are recorded and saved by taking a picture of the whiteboard or flip chart.

    Organizational types

    1. Functional
      Functional organizations are structured around the functions the organization needs to be performed.
    2. Projectized
      Projectized organizations are organized around projects for maximal project management effectiveness.
    3. Matrix
      Matrix organizations have structures that blend the characteristics of functional and projectized organizations.

    Functional organization

    The traditional hierarchical organizational structure.

    A functional hierarchical structure with 'Functional Managers' highlighted and the note 'Project coordination'. 'Chief Executive' at the top, 'Functional Managers' in the middle, and 'Staff' at the bottom.
    Adapted from ProjectEngineer, 2019
    1. Employees are organized by specialties like human resources, information technology, sales, marketing, administration, etc.
    2. The project management role will be performed by a team member of a functional area under the management of a functional manager.
    3. Resources for the project will need to be negotiated for with the functional managers, and the accessibility of those resources will be based on business conditions. Any escalations of issues would need to be taken to the functional manager.
    4. The project management role would act more like a project coordinator who does not usually carry the title of project manager.
    5. Project management is considered a part-time responsibility. Of all the organizational types, this one tends to be the most difficult for the project manager. The project manager lacks the authority to assign resources and must acquire people and other resources from multiple functional managers.
    6. Because the project manager has little to no authority, the project can take longer to complete than in other organizational structures, and there is generally no recognized project management methodology or best practices.

    Projectized organization

    The majority of project resources are involved in project work.

    A projectized hierarchical structure with a single project hierarchy highlighted and the note 'Project coordination'. 'Chief Executive' at the top, 'Project Managers' in the middle, and 'Staff' at the bottom.
    Adapted from ProjectEngineer, 2019
    1. The project manager has increased independence and authority and is a full-time member of a project organization. They have project resources available to them, such as project coordinators, project schedulers, business analysts, and plan administrators.
    2. The project manager is responsible to the sponsor and/or senior management. The project manager has authority and control of the budget, and any escalation of issues would be taken to the sponsor.
    3. Given that the project resources report to the project manager versus the functional area, there may be a decrease in the subject matter expertise of the team members.
    4. Team members are usually co-located within the same office or virtually co-located to maximize communication effectiveness.
    5. There can be some functional units within the organization; however, those units play a supportive role, without authority over the project manager.
    6. There is no defined hierarchy. Resources are brought together specifically for the purpose of a project. At the end of each project, resources are either reassigned to another project or returned to a resource pool.

    Matrix organization

    A combination of functional and projectized.

    A matrix hierarchical structure with the lowest row highlighted and the note 'Project coordination'. 'Chief Executive' at the top, 'Functional Managers' in the middle, mainly 'Staff' at the bottom, except one 'Project Manager' who coordinates across functions.
    Adapted from ProjectEngineer, 2019
    1. A matrix organization is a blended organizational structure. Although a functional hierarchy is still in place, the project manager is recognized as a valuable position and is given more authority to manage the project and assign resources.
    2. Matrix organizations can be classified as weak, balanced, or strong based on the relative authority of the functional manager and project manager. If the project manager is given more of a project coordinator role, then the organization is considered a weak matrix. If the project manager is given much more authority on resources and budget spending, the organization is considered a strong matrix.
    3. Matrix structures evolve in response to the rise of large-scale projects in contemporary organizations. These projects require efficient processing of large amounts of information.
    4. Working in a matrix organization is challenging and structurally complex. Employees have dual reporting relationships – generally to both a functional manager and a project and/or product manager. However, if done well, it offers the best of both worlds.
    5. The matrix organization structure usually exists in large and multi-project organizations. Here they can move employees whenever and wherever their services are needed. The matrix structure has the flexibility to transfer the organization’s talent by considering employees to be shared resources.

    The project management office

    The vast majority of PMOs are understaffed and underequipped.

    • They are often born out of necessity or desperation.
    • They have no long-terms goals; they tend to go from year to year trying to meet the organization’s needs.
    • They don’t have clear mandates, so it is difficult to determine how they are providing value.
    • Over time (and sometimes even from day one), project management offices find that other tasks fall into their area of responsibility. This often happens when the work has nowhere else to go.
    • Resource management is the challenge, both in terms of being able to allocate skilled resources to projects and within the PMO itself. Staffing gaps within the PMO are often met by individuals wearing more than one hat.

    A stock photo of a circle of chairs in a field being occupied by only two people.

    2.1.2 Map your current structure

    30 minutes to 1 hour

    Input: Current org. charts and PMO structures, Info-Tech’s PMO Function Matrix

    Output: Structure chart

    Materials: Whiteboard/flip charts

    Participants: PMO director and/or portfolio manager, PMO staff, Project managers

    1. As a group, review your current organizational and PMO structure.
    2. Map out both, or if your PMO is small, map out how it fits into the overall structure.
      • Make sure to think about your process, reporting structures, and escalation hierarchies.
      • Consider the capabilities on slide 59 as you work.
      • Use the sample structure on the next page as a guide.

    Stock image of a business hierarchy.

    Sample PMO structure

    Sample PMO structure with 'PMO Director' at the top. 'Portfolio Administrator' below, but not directly in charge of others. Then 'Program Manager', 'Change Manager', 'Resource Management Analyst', 'Business Relationship Manager', and 'Business Analyst' all report to the PMO Director. Below 'Program Manager' are two 'Project Managers' then 'Project Coordinator'. Stock photo of a hand placing a puzzle piece of a business person on it into a puzzle.

    Info-Tech’s PMO Function Matrix

    Info-Tech’s potential PMO capabilities are in the header of the table below.

    Portfolio Management Resource Management Project Management Organizational Change Management PMO Governance
    Recordkeeping and bookkeeping Strategy management Assessment of available supply of people and their time Project status reporting PM SOP
    (e.g. feed the portfolio, project planning, task managing)
    Benefits management Technology and infrastructure
    Reporting Financial management HR Security
    PMIS Intake Matching supply to demand based on time, cost, scope, and skill set requirements Procurement and vendor management Legal Financial
    CRM/RM/BRM Program management
    Tracking of utilization based on the allocations Quality Intake
    Time Accounting PM services
    (e.g. staffing project managers or coordinators)
    Quality assurance Organizational change management Project progress, visibility, and process
    Forecasting of utilization via supply-demand reconciliation Closure and lessons learned
    Administrative support PM Training

    2.1.3 Inventory assessment

    30-45 minutes

    Input: Understanding of your current situation regarding project intake and process

    Output: Survey results

    Materials: Whiteboard/flip charts

    Participants: PMO director and/or portfolio manager, PMO staff, Project managers

    When staffing your PMO, it is important to understand your current situation regarding project intake and process.

    Answer the following questions, and be as detailed as possible:

    • What is your project intake process?
    • How many projects do you currently have?
    • How many people lead projects?
    • Are those who lead projects distributed (federated) or centralized?
    • What tools do you use to manage your portfolio, projects, and resources?

    Stock image of a magnifying glass over an idea lightbulb surrounded by the six classic question words.

    2.1.4 Job description survey

    45 minutes to 1 hour

    Input: Tab 1 of the PMO Job Description Builder Workbook

    Output: List of current projects, processes, and tools

    Materials: PMO Job Description Builder Workbook

    Participants: PMO director and/or portfolio manager, PMO staff, Project managers

    On tab 1 of the PMO Job Description Builder Workbook, use the survey to help determine potential role requirements across various project portfolio management, project management, business analysis, and organizational change management activities.

    Follow these steps to complete the survey:

    1. Consider the role that you are trying to fill.
    2. Read each question carefully and use the drop-down menu to answer whether the activity in column C is a core, ancillary, or out-of-scope job duty.

    Download the PMO Job Description Builder Workbook

    2.1.4 Job description survey continued

    Sample of the Job Description Survey with questions and responses.

    Step 2.2

    Build Job Descriptions

    Activities
    • 2.2.1 Analyze Survey Results
    • 2.2.2 FTE Analysis
    • 2.2.3 Create Your Job Descriptions

    This step will walk you through the following activities:

    • Complete the PMO Job Description Builder Workbook
    • Create job descriptions

    This step involves the following participants:

    • PMO director and/or portfolio manager
    • PMO staff/stakeholders
    • Project managers

    Outcomes of this step

    • PMO org. chart
    • Completed job descriptions

    Staff Your PMO for Resilience

    Step 2.1 Step 2.2

    2.2.1 Analyze survey results

    30 minutes

    Tab 2 of the PMO Job Description Builder Workbook shows the survey results from tab 1.

    The job activities are ranked in a prioritized list. The analysis will help you determine if you require a portfolio manager, program manager, project manager, business analyst, organizational change manager, or a combination.

    Follow these steps to analyze your results:

    • Digest the prioritized ranking. The job activities are ranked in a prioritized list (from most essential to the role to least essential) in column D. The core process or capability that corresponds to each activity is listed in column C.
    • Use the drop-down menu in column F to decide if the core job duties and ancillary job duties will or will not be included in the role description. Out-of-scope activities will automatically be removed.

    Screenshot of the 'Job Description Survey Results' from the PMO Job Description Builder Workbook.

    Download the PMO Job Description Builder Workbook

    2.2.2 FTE analysis

    30 minutes

    Input: Tab 3 of the PMO Job Description Builder Workbook

    Output: Total estimated monthly time commitments, Preliminary FTE analysis

    Materials: PMO Job Description Builder Workbook

    Participants: PMO director and/or portfolio manager, PMO staff, Project managers

    Tab 3 of the PMO Job Description Builder Workbook is used to complete the FTE analysis.

    Download the PMO Job Description Builder Workbook

    2.2.2 FTE analysis continued

    Screenshot of the 'FTE analysis' on tab 3 of the PMO Job Description Builder Workbook. It has a table with columns for 'Rank', 'Process', 'Activity', and 'Est. Monthly Time Commitments (aka Column E)' with note 'Base these initial estimates on the number of projects and project teams, as well as the number of internal and external customers and stakeholders'. There is also a table of totals with a pie chart of the 'Distribution of Role Responsibilities'. The value for 'Total Estimated Monthly Timing Commitment' is in cell J5, and the note for the value of 'Preliminary FTE Analysis' is 'If your preliminary FTE analysis comes out to be more than 1 FTE, you may want to revisit your analysis on tabs 1 and 2 to further limit this role, or to further delineate it across multiple roles and FTEs'.

    On tab 3, use column E to estimate the monthly time commitments required for each activity in the role.

    Tip: Base estimates on the number of projects and project teams as well as the number of internal and external stakeholders across the portfolio(s) of projects and programs.

    Cell J5 will provide a preliminary recommended FTE count for the role.

    Job description content

    Screenshot of the 'Job Description Content' section of the PMO Job Description Builder Workbook.

    This is an output tab based on your analysis in tabs 1 and 2. Copy and paste the content and add it under the relevant heading in Info-Tech's Blank Job Description Template later in this blueprint.

    Screenshot of the 'Blank Job Description Template' section of the PMO Job Description Builder Workbook.

    For each capability you are including in your job description, there is a list of common certifications. These can also be copied and pasted into the Blank Job Description Template.

    Download the PMO Job Description Builder Workbook

    How to determine the roles in your PMO

    It’s not black and white.

    While your PMO should have someone to lead the team, aside from that it’s hard to be specific about the exact roles your PMO needs without understanding the needs of your organization.

    This is why it’s important to define your PMO first. Your team members should best support the function and capabilities of your PMO.

    For example:

    • If you want to provide a training program to project managers, you’ll need your PMO to have people with experience delivering training and with experience having done the job before.
    • If your PMO provides management information and deep portfolio analysis, you’ll need someone on the team who knows their way around data analysis tools.

    You should have a mix of skills in the PMO team, each complementing the others. You may have administrators and coordinators, data analysts and software experts, trainers, coaches, and senior managers.

    “If you want to go fast, go alone. If you want to go far, go together.” (African proverb)

    Managing projects and building PMOs are not the same thing

    Your best project manager should be running projects, and, no, they can’t do both.

    • Your new PMO needs a leader to get it off the ground, but don’t assume that the best project manager is best suited to build the PMO. The goal-oriented passion of a successful project manager may prove to be antithetical to the forward-looking finesse and political acumen needed to develop and staff the PMO as an organizational unit. Avoid the common mistake of promoting effective people into positions where they become ineffective, a concept often referred to as “The Peter Principle.”
    • You can’t determine if your best project manager fits the PMO leadership role if the PMO’s role isn’t clearly defined. Carefully define and clearly articulate the PMO’s role to understand the skill set needed to develop and lead your PMO.
    • Project managers often propose to create a PMO without considering the fit with project portfolio management and organizational change management. If the leadership doesn’t understand the magnitude of what is being requested, they may well think a project manager is best suited to run the PMO. The prestige and/or compensation is attractive, but project managers will often spin their wheels and naturally focus on what they know how to do: manage projects. Start with a PMO design to align with business expectations.

    The Peter Principle

    The Peter Principle was first introduced by Canadian sociologist Laurence Johnston Peter describing the pitfalls of bureaucratic organizations. The original principle states that "in a hierarchically structured administration, people tend to be promoted up to their level of incompetence.” The principle is based on the observation that whenever someone succeeds at their job, the organizational response is to promote them, thus people will continue to be promoted until they reach a point where they’re no longer excelling at their job. At that point, they would no longer be promoted. Followed to its logical conclusion, organizations will continue to take successful people and rotate them to new positions until they are no longer effective.

    PMO Director/Lead

    Job overviews for different kinds of PMO directors.

    The job descriptions on the next few pages are associated with the descriptive headings, but it is important to recognize that these diverse roles can all fall under the job title of PMO director.

    Portfolio Management

    As PMO director, you will oversee the throughput of IT projects using portfolio management, project management, and organizational change management disciplines.

    You and your team will directly manage the intake of new project requests, the preparation of evaluation-ready project proposals, and the handoff of approved project initiation documents to project managers in other departments. You will forecast and track the availability of people to do the project work throughout the project life cycle. You will publish monthly and annual portfolio reporting based on information collected from the project teams, and you will oversee the closure of projects with follow-up reporting to those who approved them.

    From time to time, the PMO may be required to identify projects that should be frozen or canceled based on criteria set forth by the leadership and/or industry best practices.

    While currently out of scope, successful candidates should be comfortable with the possibility that the PMO may required to develop full life cycle organizational change management in the future. As well, experienced project managers in the PMO may be required to manage high-risk, high-visibility projects from time to time.

    PMO Director/Lead

    Job overviews for different kinds of PMO directors.

    Project Management

    As PMO director, you will oversee a team of professional project managers who are responsible for the company’s high-risk, high-visibility, and strategic projects.

    You and your team will receive initiation documents and assigned resourcing for approved projects from the company’s authorized decision makers. You will manage the fulfillment of the project requirements, providing regular status updates to project and portfolio stakeholders and escalating concerns when projects are struggling to meet their commitments for scope, cost, and timelines.

    Over time, the PMO will take on an increasing role in organizational change management. The PMO will transition its focus from project delivery to business outcomes. Over time, the PMO will transition project sponsors from articulating requirements to delivering results.

    Project Policy

    As PMO director, you will oversee the establishment, support, and promotion of company-wide standards for project management.

    You and your team will modernize and maintain the company policy manuals and processes for everything related to project management. You will adapt our legacy PMBOK-based standards to cover iterative project management approaches as well as the more formal approaches required for construction projects, outsourced projects, and a wide variety of non-IT projects.

    PMO Director/Lead

    Job overviews for different kinds of PMO directors.

    Project Governance

    As PMO director, you will oversee the governance of project spending, delivery, and impact.

    You and your team will ensure that project proposals address the broad needs of the organization via strategic alignment, operational alignment, appropriateness of timing, identification and management of risk, and ability to execute. You will represent the needs and interests of the shareholder, ratepayer, or constituent by validating adherence to the organization’s published policies for project, portfolio, and organizational change management.

    The PMO is independent from the broader information technology division and will retain a mandate to ensure transparency and disclosure relative to the consumption of the organization’s scarce resources in the pursuit of high-risk IT projects.

    Stock photo of a compass pointing in the direction of leadership.

    Info-Tech sample job descriptions

    Use the sample job descriptions available with this blueprint as a guide when creating your descriptions.

    1. PMO Director
    2. Portfolio Manager
    3. Portfolio Administrator
    4. Project Manager
    5. Project Coordinator
    6. Resource Management Analyst
    1. Program Manager
    2. Change Manager
    3. Business Analyst
    4. Business Relationship Manager
    5. Product Owner
    6. Scrum Master

    Stock photo of a pen resting on a 'job duties' section of a job description.

    2.2.3 Create your job descriptions

    30 minutes

    Input: PMO Job Description Builder Workbook

    Output: Job descriptions

    Materials: Blank Job Description Template

    Participants: PMO director and/or portfolio manager, PMO staff, Project managers

    When you’ve determined the roles you need, you can start creating your job descriptions. If none of our out-of-the-box, pre-populated job description templates suit your needs, use the results of Info-Tech’s PMO Job Description Builder Workbook and the Blank Job Description Template to create your purpose-built job description.

    Follow these steps to create your job description:

    1. Copy the content from tab 4 of the PMO Job Description Builder Workbook and paste it under the relevant headings in the “Responsibilities” section of the Blank Job Description Template. Delete any unused headings if they are not relevant to your role. Additionally, use the list of common certifications on tab 4 of the Workbook to inform that section of the Blank Job Description Template.
    2. Use the sample job descriptions on the blueprint landing page as a guide for filling out the remaining sections of the document.

    Download the Blank Job Description Template

    2.2.3 Create your job descriptions continued

    Screenshot of the Blank Job Description Template.

    Prepare an Actionable Roadmap for Your PMO

    Phase 3

    Prepare an Actionable Roadmap for Your PMO

    Phase 1

    • 1.1 Get a Common Understanding of Your PMO Options
    • 1.2 Determine Where You Are and Engage Your Leadership

    Phase 2

    • 2.1 Identify Organizational Design
    • 2.2. Build Job Descriptions

    Phase 3

    • 3.1 Create Roadmap
    • 3.2 Governance and OCM

    Having a strategy is essential but real value and benefits are delivered through projects

    9.9% of every dollar is wasted due to poor project performance

    52% of projects are delivered to stakeholder satisfaction

    51% of projects are likely to meet original the goal and business intent
    (Source: Project Management Institute, 2018)

    You’re always going to have troubled projects

    Have the organizational discipline to step away from the mess and develop a plan.

    • The world of modern project management has been in place for over 50 years and yet business leaders still seem to put the pressure on troubled projects instead of broken processes.
    • With higher portfolio maturity comes higher performance, warranting investment in the PMO.
    • Instead of alternative cost-reduction measures, such as stopping an individual project, we find that PMO resources (or the entire PMO) are being cut. In most cases, this demonstrates a lack of understanding of the value of portfolio management processes and related impacts.
    • Plan for a series of improvements over time so you’re not continually using your PMO resources on troubled projects. Instead, maintain an ongoing focus on improvement.

    Stock photo of an axe stuck in a piece of wood.
    “If I had six hours to chop down a tree, I’d spend the first four hours sharpening the axe.” (Anonymous woodsman)

    All improvements cannot be done at once

    • The difference in a winning PMO is determined by a roadmap or plan created at the beginning.
    • Leaders should understand the full scope of the plan before committing their teams to the project.
    • All improvements cannot be done at once. The best PMOs create an approach of overall governance and strictly adhere to it. After the approach is defined, a roadmap can be plotted, executed, and delivered effectively.
    • The exercise of creating a roadmap is less about the plan and more about raising the level of understanding for stakeholders.
    • We often find that the PMO is ahead of the business's views of how the PMO can support and add value to the business. A lot of effort is spent trying to convince businesses of the value of a PMO, usually without complete success.
    • The PMO needs to align to the strategic goals of the business, providing the business understands or accepts that alignment. By aligning your roadmap activities to business drivers, you are more likely to get ownership from the business for the initiatives.
    Stock image of a winding path between two map markers.

    A PMO can benefit your business and organization as a whole

    Your PMO can:

    1. Help to align the project or portfolio with a focus on the future strategy of the organization.
    2. Be a mechanism to deliver projects successfully, keep them on track, and report when scheduling, budget, and other scope issues could derail the project.
    3. Create a portfolio of projects and understand the links and dependencies between the projects. This provides you with a bird's-eye view to make better decisions based on changes as they arise.
    4. Facilitate better communications with customers and stakeholders.
    5. Enforce project management governance and ensure consistent standards throughout the organization.
    6. Strategize on how to best use shared resources and best use them productively.

    “If you run projects and the projects have a significant level of cost or have significant level of impact, then you can really benefit from a PMO. Certainly, the larger the projects, the bigger the budget, the more there are projects, then the more you can benefit from a PMO.” (Michael Fritsch, Vice President PMO, Confoe)

    “PMOs are there to ensure project and program success and that’s critical because organizations deliver value through projects and programs.” (Brian Weiss, Vice President, Practitioner Career Development, Project Management Institute)

    Step 3.1

    Create Roadmap

    Activities
    • 3.1.1 Business Goals
    • 3.1.2 Roadmap
    • 3.1.3 Resources

    This step will walk you through the following activities:

    • Determine business goals
    • Create roadmap
    • Establish resources

    This step involves the following participants:

    • PMO director and/or portfolio manager
    • PMO staff/stakeholders
    • Project managers

    Outcomes of this step

    • PMO roadmap aligned to business goals

    Prepare an Actionable Roadmap for Your PMO

    Step 3.1 Step 3.2

    3.1.1 Business goals and priorities

    30 minutes

    Input: Business strategies and goals, Current PMO org. chart

    Output: An initial short, medium, long-term roadmap of initiatives

    Materials: Whiteboard/flip charts, Sticky notes, Slide 83

    Participants: IT leaders/CIO, PMO director and/or portfolio manager, PMO staff, Project managers

    When you are determining what your PMO will provide in the future, it is important to align the ambition of the PMO with the maturity of the business. Too often, a lot of effort is spent trying to convince businesses of the value of a PMO.

    Before you develop your roadmap, try to seek out the key strategies that the business is currently driving to get the proper ownership for the proposed initiatives.

    • What does leadership want to accomplish?
    • What are the key strategies the business is currently driving?
    • What are the current pain points?

    Once you’ve established the business strategies, start mapping out your initiatives:

    • For each initiative, consider the activities you think will work best to take you from your current to future state. It’s okay to keep this high level, we will break them down later in the blueprint.
    • Don’t place activities on a roadmap with dates yet. Use the table on the next slide to record the activities against each initiative at a high level.
    Current State Business Strategies PMO Initiatives Future State Business Strategies
    Short Term Medium Term Long Term
    Portfolio Management Project Intake Process
    Triage Process
    Project Levelling
    Book of Record
    Approval
    Prioritization
    Reporting
    Resource Allocation
    Resource Management
    Project Management Standardize Project Management
    Methodologies
    PM Training
    Organizational Change Management Benefits
    Governance Project progress, visibility, and process
    Documentation

    3.1.2 Create your roadmap

    1-2 hours

    Services should be introduced gradually and your PMO roadmap should clearly highlight this and explain when key deliverables will be achieved.

    Consider the below top-level tasks and add any others that pertain to your organization:

    • Enable Transition
    • Establish Governance
    • Organizational Chart
    • Technology and Infrastructure
    • Develop Portfolio Management Capabilities and Guidelines
    • Standardize Project Management Methodology
    • Organizational Change Management
    • Strategy Management

    Download Info-Tech’s PMO MS Project Plan Sample to see a full list of top-level tasks and second-level tasks. Once done, you can visually plot the tasks on a roadmap. See the next few slides for roadmap visuals.

    Stock photo of median lines on a road with the years 2021-2023 painted between them.

    Download the PMO MS Project Plan Sample

    Screenshot of PMO MS Project Plan Sample

    Screenshot of PMO MS Project Plan Sample with notes point out the headings as 'Top-level hierarchy' and the list contents as 'Second-level-hierarchy'.

    Sample roadmap

    A sample roadmap with column headers 'Task' and 'Q1', 'Q2', 'Q3', 'Q4', and 'Q1' with 3 months beneath each quarter. Under 'Task' are 'Establish Tradition', 'Establish Governance', 'Organizational Chart', and 'Technology and Infrastructure'; these are the 'Top-level-hierarchy'. There are arrows laid out in the table cross section with different steps; these are the 'Second-level hierarchy'.

    Sample roadmap

    A sample roadmap with monthly column headers 'Jan' through 'Jun'. Rows are 'Develop Portfolio Management Capabilities and Guidelines', 'Standardize Project Management Methodology', and 'Design Resource Management Process'. There are processes laid out in the table cross section that are color-coded as 'Completed', 'In progress', and 'Planned'.

    Consider the resources you will need

    Use these Info-Tech resources to make sure your roadmap will be successful.

    Finances – Understand and be transparent about the real costs of your project.

    People – Strategize according to skill sets and availability. Use the org. chart in phase 2 of this blueprint as a starting place (slide 58).

    Assets – Determine the tangible resources you may buy like software and licenses.

    Stock photo of a thinking man.

    3.1.3 Define resources

    30 minutes

    Input: Project documentation, Current resources

    Output: List of resources for your PMO

    Materials: Whiteboard/flip charts

    Participants: IT leaders/CIO, PMO director and/or portfolio manager, PMO staff, Project managers

    Resources for your projects include staff, equipment, and materials. Resource management at the PMO level will help you manage those resources, get visibility into projects, and keep them moving forward. Be sure to consider the resources that will get your PMO off the ground.

    Determine the resources you currently have and the resources your PMO will need and add them to your strategic plan:

    1. Finances — It’s essential that you know, and are transparent about, the real cost of creating your PMO and new process. Don’t forget to consider post deployment costs as well.
    2. People — Every project depends on the skill sets that individual team members bring to the table. Strategize according to these skill sets and their availability for the duration of a project. Some team members may have other work responsibilities and limited time for the project, so you need to accommodate this.
    3. Assets — These include the tangible resources you may have to buy, lease, or arrange for, such as workspace, software and licenses, computer hardware, testing equipment, and so on.

    Step 3.2

    Governance and OCM

    Activities
    • 3.2.1 Governance
    • 3.2.2 OCM
    • 3.2.3 Perform a Change Impact Analysis
    • 3.2.4 Determine Dimensions of Change
    • 3.2.5 Determine Depth of Impact

    This step will walk you through the following activities:

    • Assess/understand governance
    • Conduct impact analysis

    This step involves the following participants:

    • PMO director and/or portfolio manager
    • PMO staff/stakeholders
    • Project managers

    Outcomes of this step

    • Governance Structures
    • Organizational Change Management Impact Analysis Tool

    Prepare an Actionable Roadmap for Your PMO

    Step 3.1 Step 3.2

    Clearly define the authority your PMO will have

    The following section includes slides from Info-Tech’s Make Governance Adaptable blueprint. Download the blueprint to dive deeper into IT governance.

    Governance is an important part of building a strong PMO. A PMO governance framework defines the authority and the support it requires to maximize portfolio and project management capabilities throughout the business. It should sit within your overall governance framework and as the PMO matures, its roles and responsibilities will also change to adapt with business demands and additional capabilities.

    Your framework can:

    • Specify PMO authority
    • Introduce and apply process standards, polices, and directives as it pertains to project and portfolio management
    • Facilitate executive and leadership involvement
    • Foster a collaborative environment between the PMO and the business

    A PMO governance framework enables PMO leaders to establish the common guidelines and manage the distribution of authority given to the PMO.

    Visit Make Your IT Governance Adaptable

    Stock photo of a group working together.

    Common causes of poor governance

    Key causes of poor or misaligned governance
    1. Governance and its value to your organization is not well understood, often being confused or integrated with more granular management activities.
    2. Business executives fail to understand that IT governance is a function of the business and not the IT department.
    3. Poor past experiences have made “governance” a bad word in the organization – a constraint and barrier that must be circumvented to get work done.
    4. There is misalignment between accountability and authority throughout the organization, and the wrong people are involved in governance practices.
    5. There is an unwillingness to change a governance approach that has served the organization well in the past, leading to challenges when the organization starts to change practices and speed of delivery.
    6. There is a lack of data and data-related capabilities required to support good decision making and the automation of governing decisions.
    7. The goals and strategy of the organization are not known or understood, leaving nothing for IT governance to orient around.
    Five key symptoms of ineffective governance committees
    1. No actions or decisions are generated – The committee produces no value and makes no decisions after it meets. The lack of value output makes the usefulness of the committee questionable.
    2. Overallocation of resources – There is a lack of clear understanding of capacity and value in work to be done, leading to consistent underestimation of required resources and resource overallocation.
    3. Decisions are changed outside of committee – Decisions that are made or initiatives that are approved are changed when the proper decision makers are involved or the right information becomes available.
    4. Decisions conflict with organizational direction – Governance decisions conflict with organizational needs, showing a visible lack of alignment and behavioral disconnects that work against organizational success. Often due to power that’s not accounted for within the structure.
    5. Consistently poor outcomes are produced from governance direction – Lack of business acumen in members and relevant data or understanding of organizational goals drives poor measured outcomes from the decisions made in the committee.

    IT PMO

    Chair:
    Updated:

    Mandate

    Ensure business value is achieved through information and technology (IT) investments by aligning strategic objectives and client needs with IT initiatives and their outcomes.

    Committee Goals

    • Maximize throughput of the most valuable projects
    • Ensure visibility of current and pending projects
    • Minimize resource waste and optimize of alignment of skills to assignments
    • Clarify accountability for post-project benefits attainment and facilitate the tracking/reporting of those benefits
    • Drive approval and prioritization of IT initiatives based on their alignment with business goals and strategy
    • Establish a consistent process for handling intake/demand

    Committee Metrics

    • % of approved IT initiatives that measure benefit achievement upon completion
    • % of IT initiatives with direct alignment to organizational strategic direction
    • % of initiatives approved by exception

    Decisions and responsibilities by purpose

    Responsibilities
    STRATEGIC ALIGNMENT

    Ensure initiatives align with organizational objectives
    Embed strategic goals and prioritization approach within process
    Define intake approach

    VALUE DELIVERY
    • Ensure all IT initiatives have a defined value expectation (excepting innovation activities)
    • Approve and prioritize IT initiatives based on value
    RISK MANAGEMENT

    Assess risk as a factor of prioritizing and approving initiatives

    RESOURCE MANAGEMENT

    Decide on the allocation of IT resources

    PERFORMANCE MEASUREMENT

    Ensure process is in place to measure and validate performance of IT initiatives

    Committee Membership
    Role

    CIO, Product Owner, Service Owner, IT VPs, BRM, PMO Director, CISO/CRO

    Individual

    IT Steering Committee

    Chair:
    Updated:

    Mandate

    Ensure business value is achieved through information and technology (IT) investments by aligning strategic objectives and client needs with IT initiatives and their outcomes.

    Committee Goals

    • Align IT initiatives with organizational goals
    • Evaluate, approve, and prioritize IT initiatives
    • Approve IT strategy
    • Reinforce (if provided) or establish risk appetite and threshold
    • Confirm value achievement of approved initiatives
    • Set target investment mix and optimize IT resource utilization

    Committee Metrics

    • % of approved IT initiatives that meet or exceed value expectation
    • % of IT initiatives with direct alignment to organizational strategic direction
    • Level of satisfaction with IT decision making
    • % of initiatives approved by exception

    Committee Overview

    Committee Name Committee Membership Mandate
    Executive Leadership Committee CEO, CFO, CTO, CDO, CISO/CRO, CIO, Enterprise Architect/Chief Architect, CPO Provide strategic and operational leadership to the company by establishing goals, developing strategy, and directing/validating strategic execution.
    Enterprise Risk Committee CISO/CRO, CPO, Enterprise Risk Manager, BU Leaders, CFO, CTO, CDO Govern enterprise risks to ensure that risk information is available and integrated to support governance decision making. Ensure the definition of the organizational risk posture and that an enterprise risk approach is in place.
    IT Steering Committee CIO, Product Owner, Service Owner, IT VPs, BRM, PMO Director, CISO/CRO Ensure business value is achieved through information and technology (IT) investments by aligning strategic objectives and client needs with IT initiatives and their outcomes.
    IT Risk Council IT Risk Manager, CISO, IT Directors Govern IT risks within the context of business strategy and objectives to align the decision-making processes towards the achievement of performance goals. It will also ensure that a risk management framework is in place and risk posture (risk appetite/threshold) is defined.
    PPM Portfolio Manager, Project Managers, BRMs Ensure the best alignment of IT initiatives and program activity to meet the goals of the business.
    Architectural Review Board Service/Product Owners, Enterprise Architects, Chief Architect, Domain Architects Ensure enterprise and related architectures are managed and applied enterprise-wise. Ensure the alignment of IT initiatives to business strategy and architecture and compliance to regulatory standards. Establish architectural standards and guidelines. Review and recommend initiatives.
    Change Advisory Board Service/Product Owner, Change Manager, IT Directors or Managers Ensure changes are assessed, prioritized, and approved to support the change management purpose of optimizing the throughput of successful changes with a minimum of disruption to business function.

    Decisions and responsibilities by purpose

    Responsibilities
    STRATEGIC ALIGNMENT
    • Ensure initiatives align with organizational objectives
    • Approve strategies and policies that ensure the organization benefits from IT
    • Propose innovative uses of IT to enable the business to compete and perform better
    • Make decisions that account for human preferences and behavior
    VALUE DELIVERY
    • Validate the achievement of benefits from IT initiatives
    • Ensure all IT initiatives have a defined value expectation (excepting innovation activities)
    • Ensure stakeholder value and value drivers are understood
    • Prioritize IT work based on value
    • Define a prioritization approach with stakeholders
    RISK MANAGEMENT
    • Ensure creation, maintenance, and observation of policies and procedures, ensuring conformance where needed
    • Ensure ethical behavior in IT
    • Ensure IT meets the requirements of laws, regulations, and contracts
    • Develop or reinforce the risk appetite and threshold
    • Ensure risk management framework is in place
    RESOURCE MANAGEMENT
    • Identify the target investment mix
    • Decide on the allocation of IT resources
    • Define required IT capabilities
    PERFORMANCE MEASUREMENT
    • Confirm that IT supports business processes with the right capabilities and capacity
    • Ensure data is up to date and secure
    • Monitor the extent to which prioritization of IT resources matches organizational objectives
    • Measure extent to which IT supports the business
    • Measure adherence to regulations
    Committee Membership
    Role

    CIO, Product Owner, Service Owner, IT VPs, BRM, PMO Director, CISO/CRO

    Individual

    Sample Governance Model

    A sample governance model with four levels and roles dispersed throughout the levels with arrows indicating hierarchy. The levels are 'Enterprise: Defines organizational goals. Directs or regulates the performance and behavior of the enterprise, ensuring it has the structure and capabilities to achieve its goals', 'Strategic: Ensures IT initiatives, products, and services are aligned to organizational goals and strategy and provide expected value. Ensure adherence to key principles', 'Tactical: Ensures key activities and planning are in place to execute strategic initiatives', and 'Operational: Ensures effective execution of day-to-day functions and practices to meet their key objectives'. Roles in Enterprise are 'Board', 'Executive Leadership Committee', and 'Enterprise Risk Committee'. Roles in Strategic are 'IT Steering Committee', plus three half in Strategic, 'IT PMO', 'Architectural Review Board', and 'IT Risk Council'. One role is half in Strategic and half in Tactical, 'Change Advisory Board'.

    3.2.1 Governance and authority

    1-3 hours

    Input: List of key tasks

    Output: Initial Authority Map

    Materials: Whiteboard/flip charts, Sticky notes, Strategic Plan

    Participants: IT leadership, Portfolio Manager (PMO Director), PMO Admin Team, Project Managers

    Now that you’ve determined the activities on your roadmap, it’s important to determine who is going to be responsible for the following:

    • Intake Scoring
    • Project Approvals
    • Staffing and Resource Management
    • Portfolio Reporting
    • Communications and Organizational Change Management
    • Benefits Attainment
    • Formalized Project Closure
    1. For each task have participants discuss who is ultimately accountable for the decision and who has the ultimate authority to make that decision.
    2. Place the sticky notes on the swim lanes in the strategic plan to represent the area or person has authority over it.
    3. Add all initiatives to your PMO governance framework.

    Download the PMO Strategic Plan

    Governance and Authority

    Committee Name Committee Membership
    Executive Leadership Committee CEO, CFO, CTO, CDO, CISO/CRO, CIO, Enterprise Architect/Chief Architect, CPO
    Enterprise Risk Committee CISO/CRO, CPO, Enterprise Risk Manager, BU Leaders, CFO, CTO, CDO
    IT Steering Committee CIO, Product Owner, Service Owner, IT VPs, BRM, PMO Director, CISO/CRO
    IT Risk Council IT Risk Manager, CISO, IT Directors,
    PPM Portfolio Manager, Project Managers, BRMs
    Architectural Review Board Service/Product Owners, Enterprise Architects, Chief Architect, Domain Architects
    Change Advisory Board Service/Product Owner, Change Manager, IT Directors or Managers

    PMO Governance Framework

    PMO Authority
    • Resource Management
    • Customer Relationship
    • Vendor & Contractor Relationships
    • Intake and Scoring
    • Project Approvals
    • Organizational Change Management
    Standards and Policies
    • Portfolio Management Process
    • Project Governance
    Guidelines
    • Project Classification Guidelines
    Executive Oversight
    • Establish Steering Committees
    • Sponsorship
    • Spending Authorization
    • Execution Oversight
    • Spending Cessation
    • Benefits Attainment
    • Organizational Change Management

    Customize groupings as appropriate.

    Document key achievements governance initiatives.

    Completed projects aren’t necessarily successful projects

    The constraints that drive project management (time, scope, and budget) are insufficient for driving the overall success of project efforts.

    For instance, a project may come in on time, on budget, and in scope, but…

    • …if users and stakeholders fail to adopt…
    • …and the intended benefits are not achieved...

    …then that “successful project” represents a massive waste of the organization’s time and resources.

    Organizational change management (OCM) is a supplement to project management that is needed to ensure the intended value is realized. It is the practice through which the PMO or other body can improve user adoption rates and maximize project benefits. Without it, IT might finish the project but the business might fail to recognize the intended benefits.

    Start with next step and refer to Info-Tech research on OCM for a deeper dive. Impact analysis is the cornerstone of any OCM strategy. By shining a light on considerations that might have otherwise escaped project planners and decision makers, an impact analysis is an essential component to change management and project success.

    Change Impact Analysis

    1. It is important to establish a process for analyzing how the change of your PMO roadmap processes will impact different areas of the business and how to manage these impacts. Analyze change impacts across multiple dimensions to ensure nothing is overlooked.
    2. A thorough analysis of change impacts will help the PMO processes:
      • Bypass avoidable problems.
      • Remove non-fixed barriers to success.
      • Acknowledge and minimize the impacts of unavoidable barriers.
      • Identify and leverage potential benefits.
      • Measure the success of the change.

    3.2.2 Perform a change impact analysis to make your planning more complete

    Use Info-Tech’s Organizational Change Impact Analysis Tool to weigh all the factors involved in the change.

    Info-Tech’s Organizational Change Impact Analysis Tool helps to document the change impact across multiple dimensions, enabling you to review the analysis with others to ensure that the most important impacts are captured. The tool also helps to effectively monitor each impact throughout project execution.

    • Change impact considerations can include products, services, states, provinces, cultures, time zones, legal jurisdictions, languages, colors, brands, subsidiaries, competitors, departments, jobs, stores, locations, etc.
    • Each of these dimensions is an MECE (Mutually Exclusive, Collectively Exhaustive) list of considerations that could be impacted by the change. For example, a North American retail chain might consider “Time Zones” as a key dimension, which could break down as Newfoundland, Atlantic, Eastern, Central, Mountain, and Pacific.

    Sample of the Organizational Change Impact Analysis Tool.

    Download the Organizational Change Impact Analysis Tool

    3.2.3 Assess the current state of your project environment

    15 minutes

    The “2. Set Up” tab of the Impact Tool is where you enter project-specific data pertaining to the change initiative.

    The inputs on this tab are used to auto-populate fields and drop-down menus on subsequent tabs of the analysis.

    Document the stakeholders (by individual or group) associated with the project who will be subject to the impacts.

    You are allowed up to 15 entries. Try to make this list comprehensive. Missing any key stakeholders will threaten the value of this activity as a whole.

    If you find that you have more than 15 individual stakeholders, you can group individuals into stakeholder groups.

    Sample of the Impact Analysis Tool Set-Up Tab. There is a space for 'Project Name' and a list of 'Project Stakeholders'.
    Keep in mind…

    An impact analysis is not a stakeholder management exercise.

    Impact assessments cover:

    • How the change will affect the organization.
    • How individual impacts might influence the likelihood of adoption.

    Stakeholder management covers:

    • Resistance/objections handling.
    • Engagement strategies to promote adoption.

    We will cover the latter in the next step.

    3.2.4 Determine the relevant considerations for analyzing the change impacts

    15-30 minutes

    Use the survey on tab 3 of the Impact Analysis Tool to determine the dimensions of change that are relevant.

    The impact analysis is fueled by the 13-question survey on tab 3 of the tool.

    This survey addresses a comprehensive assortment of change dimensions, ranging from customer-facing considerations to employee concerns, to resourcing, logistical, and technological questions.

    Once you have determined the dimensions that are impacted by the change, you can go on to assess how individual stakeholders and stakeholder groups are affected by the change.

    Sample of the Change Impact Survey on tab 3 of the Impact Analysis Tool.
    Screenshot of tab “3. Impact Survey,” showing the 13-question survey that drives the impact analysis.

    Ideally, the survey should be performed by a group of project stakeholders together. Use the drop-down menus in column K to record your responses.

    Impacts will be felt differently by different stakeholders and stakeholder groups

    As you assess change impacts, keep in mind that no impact will be felt the same across the organization. Depth of impact can vary depending on the frequency (will the impact be felt daily, weekly, monthly?), the actions necessitated by it (e.g. will it change the way the job is done or is it simply a minor process tweak?), and the anticipated response of the stakeholder (support, resistance, indifference?).

    Use the Organizational Change Depth Scale below to help visualize various depths of impact. The deeper the impact, the tougher the job of managing change will be.

    Procedural
    Behavioral
    Interpersonal
    Vocational
    Cultural
    Procedural change involves changes to explicit procedures, rules, policies, processes, etc. Behavioral change is similar to procedural change, but goes deeper to involve the changing tacit or unconscious habits. Interpersonal change goes beyond behavioral change to involve changing relationships, teams, locations, reporting structures, and other social interactions. Vocational change requires acquiring new knowledge and skills and accepting the loss or decline in the value or relevance of previously acquired knowledge and skills. Cultural change goes beyond interpersonal and vocational change to involve changing personal values, social norms, and assumptions about the meaning of good vs. bad or right vs. wrong.
    Example: providing sales reps with mobile access to the CRM application to let them update records from the field. Example: requiring sales reps to use tablets equipped with a custom mobile application for placing orders from the field. Example: migrating sales reps to work 100% remotely. Example: migrating technical support staff to field service and sales support roles. Example: changing the operating model to a more service-based value proposition or focus.

    3.2.5 Determine the depth of each impact for each stakeholder group

    1-3 hours

    Tab “4. Impact Analysis” of the Analysis Tool contains the meat of the impact analysis activity.

    1. The “Impact Analysis” tab is made up of 13 change impact tables (see next slide for a screenshot of one of these tables).
      • You may not need to use all 13 tables. The number of tables you use coincides with the number of “yes” responses you gave in the previous tab.
      • If you do not need all 13 impact tables (i.e. if you do not answer “yes” to all thirteen questions in tab 2) the unused/unnecessary tables will not auto-populate.
    2. Use one table per change impact. Each of your “yes” responses from tab 3 will auto-populate at the top of each change impact table. You should go through each of your “yes” responses in turn.
    3. Analyze how each impact will affect each stakeholder or stakeholder group touched by the project.
      • Column B in each table will auto-populate with the stakeholder groups from the Set-Up tab.
    4. Use the drop-down menus in columns C, D, and E to rate the frequency of each impact, the actions necessitated by each impact, and the anticipated response of each stakeholder group.
      • Each of the options in these drop-down menus is tied to a ranking table that informs the ratings on the two subsequent tabs.
    5. If warranted, you can use the “Comments” cells in column F to note the specifics of each impact for each stakeholder/group.

    See the next slide for an accompanying screenshot of a change impact table from tab 4 of the Analysis Tool.

    Screenshot of “Impact Analysis” tab

    Screenshot of the Impact analysis tab of the Analysis Tool.

    The stakeholder groups entered on the Set Up tab will auto-populate in column B of each table.

    Your “yes” responses from the survey tab will auto-populate in the cells to the right of the “Change Impact” cells.

    Use the drop-down menus in this column to select how often the impact will be felt for each group (e.g. daily, weekly, periodically, one time, or never).

    “Actions” include “change to core job duties,” “change to how time is spent,” “confirm awareness of change,” etc.

    Use the drop-down menus to hypothesize what the stakeholder response might be. For the purpose of this impact analysis, a guess is fine. A more detailed communication plan can be created later.

    Review your overall impact rating to help assess the likelihood of change adoption

    Use the “Overall Impact Rating” on tab 5 to help right-size your OCM efforts.

    Based upon your assessment of each individual impact, the Analysis Tool will provide you with an “Overall Impact Rating” in tab 5.

    • This rating is an aggregate of each of the individual change impact tables used during the analysis and the rankings assigned to each stakeholder group across the frequency, required actions, and anticipated response columns.
    Projects in the red zone should have maximum change governance, applying a full suite of OCM tools and templates as well as revisiting the impact analysis exercise regularly to help monitor progress.

    Increased communication and training efforts, as well as cross-functional partnerships, will also be key for success.

    Projects in the yellow zone also require a high level of change governance.
    Screenshot of 'Overall Impact Rating' scale on tab 5 of the Analysis Tool.
    To free up resources for those OCM initiatives that require more discipline, projects in the green zone can ease up in their OCM efforts somewhat. With a high likelihood of adoption as is, stakeholder engagement and communication efforts can be minimized somewhat for these projects, so long as the PMO is in regular contact with key stakeholders.

    Use the other outputs on tab 5 to help structure your OCM efforts

    In addition to the overall impact rating, tab 5 has other outputs that will help you assess specific impacts and how the overall change will be received by stakeholders.

    Screenshot of the Impact Analysis Outputs on tab 5 of the Analysis Tool. There are tables ranking risk impacts and stakeholders, as well as an impact zone map.

    This table displays the highest risk impacts based on frequency and action inputs on tab 4.

    Here you’ll find the stakeholders, ranked again based on frequency and action, who will be most impacted by the proposed changes.

    These are the five stakeholders most likely to support changes, based on the Anticipated Response column on tab 4.

    The stakeholder groups entered on the Set Up tab will auto-populate in column B of each table.

    In addition to these outputs, this tab also lists top five change resistors and has an impact register and list of potential impacts to watch out for (i.e. your “maybe” responses from tab 3).

    Establish Baseline Metrics

    Baseline metrics will be improved through:

    • A strong PMO is one than can link performance to the overall goals of the organization.
    • Use these examples of KPIs to measure success.
    Metric KPI
    Portfolio Performance Return on Investment (ROI) for projects and programs
    Alignment of spend with objectives
    Resource Utilization Rate (hours allocated to projects actual vs. allocation)
    Customer/Stakeholder Satisfaction
    # of strategic projects approved vs. completed
    Project/Program Performance % of completed projects (planned vs. actual)
    % of projects completed on time (based on original due date)
    % of projects completed on budget
    % of projects delivering their expected business outcomes
    Actual delivery of benefits vs. planned benefits
    % of customer satisfaction
    Project manager satisfaction rating
    PMO % of approved IT initiatives that measure benefit achievement upon completion
    % of IT initiatives with direct alignment to organizational strategic direction

    Summary of Accomplishment

    Problem Solved

    Knowledge Gained
    • PMO Options and “Best Practices”
    • PMO Types
    • Key PMO Functions/Services

    The PMO staffing model that you use will depend on many different factors. It is in your hands to create and define what your staffing needs are for your organization.

    The success of your PMO is linked to the plan you create before executing on it.

    Processes Optimized
    • Establishing organizational need.
    • Getting situational awareness to build a solid foundation for the PMO.
    • Identifying organizational design and establishing PMO structure and staffing needs.
    • Creating an actionable roadmap.

    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

    Problem Solved

    Deliverables Completed
    • PMO Role Development Tool
    • Initial PMO Mandate
    • PMO Job Description Builder Workbook
    • PMO job descriptions
    • PMO Strategic Plan
    • Organizational Change Impact Analysis Tool

    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 Ugbad Farah.

    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 Job Description Survey activity.
    Job Description Survey
    Use the survey to help determine potential role requirements across various project portfolio management, project management, business analysis, and organizational change management activities.
    Sample of the Job Descriptions builder activity.
    Create Your Job Descriptions
    Use the job descriptions as a guide when creating your own job descriptions based on the outputs from the tool.

    Related Info-Tech Research

    Stock photo of two people looking over their finances. Develop a Project Portfolio Management Strategy
    Time is money; spend it wisely.
    Stock photo of a hand with a pen resting on paper. Establish Realistic IT Resource Management Practices
    Holistically balance IT supply and demand to avoid overallocation.
    Stock photo of light bending through a tunnel. Tailor Project Management Processes to Fit Your Projects
    Spend less time managing processes and more time delivering results.

    Related Info-Tech Research

    Stock photo of a group working on a project. Optimize IT Project Intake, Approval, and Prioritization
    Decide which IT projects to approve and when to start them.
    Stock photo of a round table silhouetted in front of a window. Master Organizational Change Management Practices
    PMOs, if you don’t know who is responsible for org change, it’s you.
    Stock photo of the nose of a fighter jet. Set a Strategic Course of Action for the PMO in 100 Days
    Use your first 100 days as PMO leader to define a mandate for long-term success.

    Bibliography

    Alexander, Moira. “How to Develop a PMO Strategic Plan.” CIO, 11 July 2018. Web.

    Barlow, Gina, Andrew Tubb, and Grant Riley. “Driving Business Performance. Project Management Survey 2017.” KPMG, 2017. Accessed 11 Jan. 2022.

    Brennan, M. V., and G. Heerkens. “How we went from zero project management to PMO implementation—a real life story.” Paper presented at PMI® Global Congress 2009—North America, Orlando, FL. Project Management Institute, 13 October 2009. Web.

    Casey, W., and W. Peck. “Choosing the right PMO setup.” PM Network, vol. 15, no. 2, 2001, pp. 40-47. Web.

    “COBIT 2019 Framework Governance and Management Objectives.” ISACA, 2019. PDF.

    Crawford, J. K. “Staffing your strategic project office: seven keys to success.” Paper presented at Project Management Institute Annual Seminars & Symposium, San Antonio, TX. Project Management Institute, 2002. Web.

    Davis, Stanley M., and Paul R. Lawrence. “Problems of Matrix Organizations.” Harvard Business Review, May 1978. Web.

    Dow, William D. “Chapter 6: The Tactical Guide for Building a PMO.” Dow Publishing, 2012. PDF.

    Giraudo, L., and E. Monaldi. “PMO evolution: from the origin to the future.” Paper presented at PMI® Global Congress 2015—EMEA, London, England. Project Management Institute, 11 May 2015. Web.

    Greengard, S. “No PMO? Know when you need one.” PM Network, vol. 27, no. 12, 2013, pp. 44-49. Web.

    Hobbs, J. B., and M. Aubry. “What research is telling us about PMOs.” Paper presented at PMI® Global Congress 2009—EMEA, Amsterdam, North Holland, The Netherlands. Project Management Institute, May 2009. Web.

    Jordan, Andy. “Staffing the Strategic PMO.” ProjectManagement.com, 24 October 2016. Web.

    Lang, Greg. “5 Questions to Answer When Building a Roadmap.” LinkedIn, 2 October 2016. Accessed 15 Apr. 2021.

    Manello, Carl. “Establish a PMO Roadmap.” LinkedIn, 10 February 2021. Accessed 29 Mar. 2021.

    Martin, Ken. “5 Steps to Set Up a Successful Project Management Office.” BrightWork, 9 July 2018. Accessed 29 Mar. 2021.

    Miller, Jen A. “What Is a Project Management Office (PMO) and Do You Need One?” CIO, 19 October 2017. Accessed 16 Apr. 2021.

    Needs, Ian. “Why PMOs Fail: 5 Shocking PMO Statistics.” KeyedIn, 6 January 2014. Web.

    Ovans, Andrea. “Overcoming the Peter Principle.” Harvard Business Review, 22 December 2014. Web.

    PMI®. “A Guide to the Project Management Body of Knowledge.” 6th Ed. Project Management Institute, 2017.

    PMI®. “Ahead of the Curve: Forging a Future-Focused Culture.” Pulse of the Profession. Project Management Institute, 11 February 2020. Accessed 21 April 2021.

    PMI®. “Project Management: Job Growth and Talent Gap.” Project Management Institute, 2017. Web.

    PMI®. “Pulse of the Profession: Success in Disruptive Times.” Project Management Institute, 2018. Web.

    PMI®.“The Project Management Office: In Sync with Strategy.” Project Management Institute, March 2012. Web.

    “Project Management Organizational Structures.” PM4Dev, 2016. Web.

    Rincon, I. “Building a PMO from the ground up: Three stories, one result.” Paper presented at PMI® Global Congress 2014—North America, Phoenix, AZ. Project Management Institute, 26 October 2014. Web.

    Roseke, Bernie. “The 4 Types of Project Organizational Structure.” ProjectEngineer, 16 August 2019. Web.

    Sexton, Peter. “Project Delivery Performance: AIPM and KPMG Project Management Survey 2020 - KPMG Australia.” KPMG, 9 November 2020. Web.

    The Change Management Office (CMO). Prosci, n.d. Accessed 7 July 2021.

    “The New Face of Strategic Planning.” Project Smart, 27 March 2009. Accessed 29 Mar. 2021.

    “The State of Project Management Annual Survey.” Wellington PPM Intelligence, 2018. Web.

    “The State of the Project Management Office : Enabling Strategy Execution Excellence.” PM Solutions Research, 2016. Web.

    Wagner, Rodd. “New Evidence The Peter Principle Is Real - And What To Do About It.” Forbes, 10 April 2018. Accessed 14 Apr. 2021.

    Wright, David. “Developing Your PMO Roadmap.” Paper presented at PMI® Global Congress 2012—North America, Vancouver, British Columbia, Canada. Project Management Institute, 2012. Accessed 29 March 2021.

    Design Your Cloud Operations

    • Buy Link or Shortcode: {j2store}462|cart{/j2store}
    • member rating overall impact: 10.0/10 Overall Impact
    • member rating average dollars saved: 20 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: Operations Management
    • Parent Category Link: /i-and-o-process-management
    • Traditional IT capabilities, activities, organizational structures, and culture need to adjust to leverage the value of cloud, optimize spend, and manage risk.
    • Different stakeholders across previously separate teams rely on one another more than ever, but rules of engagement do not yet exist.

    Our Advice

    Critical Insight

    Define your target cloud operations state first, then plan how to get there. If you begin by trying to reconstruct on-prem operations in the cloud, you will build an operations model that is the worst of both worlds.

    Impact and Result

    • Assess your key workflows’ maturity for life in the cloud and evaluate your readiness and need for new ways of working
    • Identify the work that must be done to deliver value in cloud services
    • Design your cloud operations framework and communicate it clearly and succinctly to secure buy-in

    Design Your Cloud Operations Research & Tools

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

    1. Design Your Cloud Operations Deck – A step-by-step storyboard to help guide you through the activities and tools in this project.

    This storyboard will help you assess your cloud maturity, understand relevant ways of working, and create a meaningful design of your cloud operations that helps align team members and stakeholders.

    • Design Your Cloud Operations – Storyboard
    • Cloud Operations Design Sketchbook
    • Roadmap Tool

    2. Planning and design tools.

    Use these templates and tools to assess your current state, design the cloud operations organizing framework, and create a roadmap.

    • Cloud Maturity Assessment

    3. Communication tools.

    Use these templates and tools to plan how you will communicate changes to key stakeholders and communicate the new cloud operations organizing framework in an executive presentation.

    • Cloud Operations Communication Plan
    • Cloud Operations Organizing Framework: Executive Brief

    Infographic

    Workshop: Design Your Cloud Operations

    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 Day 1

    The Purpose

    Establish Context

    Key Benefits Achieved

    Alignment on target state

    Activities

    1.1 Assess current cloud maturity and areas in need of improvement

    1.2 Identify the drivers for organizational redesign

    1.3 Review cloud objectives and obstacles

    1.4 Develop organization design principles

    Outputs

    Cloud maturity assessment

    Project drivers

    Cloud challenges and objectives

    Organization design principles

    2 Day 2

    The Purpose

    Establish Context

    Key Benefits Achieved

    Understanding of cloud workstreams

    Activities

    2.1 Evaluate new ways of working

    2.2 Develop a workstream target statement

    2.3 Identify cloud work

    Outputs

    Workstream target statement

    Cloud operations workflow diagrams

    3 Day 3

    The Purpose

    Design the Organization

    Key Benefits Achieved

    Visualization of the cloud operations future state

    Activities

    3.1 Design a future-state cloud operations diagram

    3.2 Create a current-state cloud operations diagram

    3.3 Define success indicators

    Outputs

    Future-state cloud operations diagram

    Current-state cloud operations diagram

    Success indicators

    4 Day 4

    The Purpose

    Communicate the Changes

    Key Benefits Achieved

    Alignment and buy-in from stakeholders

    Activities

    4.1 Create a roadmap

    4.2 Create a communication plan

    Outputs

    Roadmap

    Communication plan

    Further reading

    It’s “day two” in the cloud. Now what?

    EXECUTIVE BRIEF

    Analysts’ Perspective

    The image contains a picture of Andrew Sharp.

    Andrew Sharp

    Research Director

    Infrastructure & Operations Practice

    It’s “day two” in the cloud. Now what?

    Just because you’re in the cloud doesn’t mean everyone is on the same page about how cloud operations work – or should work.

    You have an opportunity to implement new ways of working. But if people can’t see the bigger picture – the organizing framework of your cloud operations – it will be harder to get buy-in to realize value from your cloud services.

    Use Info-Tech’s methodology to build out and visualize a cloud operations organizing framework that defines cloud work and aligns it to the right areas.

    The image contains a picture of Nabeel Sherif.

    Nabeel Sherif

    Principal Research Director

    Infrastructure & Operations Practice

    The image contains a picture of Emily Sugerman.

    Emily Sugerman

    Research Analyst

    Infrastructure & Operations Practice

    Scott Young

    Principal Research Director

    Infrastructure & Operations Practice

    Executive Summary

    Your Challenge

    Common Obstacles

    Info-Tech’s Approach

    Widespread cloud adoption has created new opportunities and challenges:

    • Traditional IT capabilities, activities, organizational structures, and culture need to adjust to leverage the value of cloud, optimize spend, and manage risk.
    • Different stakeholders across previously separate teams rely on one another more than ever, but rules of engagement do not yet exist, leading to a lack of direction, employee frustration, missed work, inefficiency, and unacceptable risk.
    • Many organizations have bought their way into a SaaS portfolio. Now, as key applications leave their network, I&O leaders still have accountability for these apps, but little visibility and control over them.
    • Few organizations are, or will ever be, cloud only. Your operations will be both on-prem and in-cloud for the foreseeable future and you must be able to accommodate both.
    • Traditional infrastructure siloes no longer work for cloud operations, but key stakeholders are wary of significant change.

    Clearly communicate the need for operations changes:

    • Identify current challenges with cloud operations. Assess your readiness and fit for new ways of working involved in cloud operations: DevOps, SRE, Platform Engineering, and more.
    • Use Info-Tech’s templates to design a cloud operations organizing framework. Define cloud work, and align work to the right work areas.
    • Communicate the design. Gain buy-in from your key stakeholders for the considerable organizational change management required to achieve durable change.

    Info-Tech Insight

    Define your target cloud operations state first, then plan how to get there. If you begin by trying to reconstruct on-prem operations in the cloud, you will build an operations model that is the worst of both worlds.

    Your Challenge

    Traditional IT capabilities, activities, organizational structures, and culture need to adjust to leverage the value of cloud, optimize spend, and manage risk.

    • As key applications leave for the cloud, I&O teams are still expected to manage access, spend, and security but may have little or no visibility or control over the applications themselves.
    • The automation and self-service capabilities of cloud aren’t delivering the speed the business expected because teams don’t work together effectively.
    • Business leaders purchase their own cloud solutions because, from their point of view, IT’s processes are cumbersome and ineffective.
    • Accounting practices and governance mechanisms haven’t adjusted to enable new development practices and technologies.
    • Security and cost management requirements may not be accounted for by teams acquiring or developing solutions.
    • All of this contributes to frustration, missed work, wasteful spending, and unacceptable risk.

    Obstacles, by the numbers:

    85% of respondents reported security in the cloud was a serious concern.

    73% reported balancing responsibilities between a central cloud team and business units was a top concern.

    The average organization spent 13% more than they’d budgeted on cloud – even when budgets were expected to increase by 29% in the next year.

    32% of all cloud spend was estimated to be wasted spend.

    56% of operations professionals said their primary focus is cloud services.

    81% of security professionals thought it was difficult to get developers to prioritize bug fixes.

    42% of security professionals felt bugs were being caught too late in the development process.

    1. Flexera 2022 State of the Cloud Report. 2. GitLab DevSecOps 2021 Survey

    Cloud operations are different, but IT departments struggle to change

    • There’s no sense of urgency in the organization that change is needed, particularly from teams that aren’t directly involved in operations. It can be challenging to make the case that change is needed.
    • Beware “analysis paralysis”! With so many options, philosophies, approaches, and methodologies, it’s easy to be overwhelmed by choice and fail to make needed changes.
    • The solution to the problem requires organizational changes beyond the operations team, but you don’t have the authority to make those changes directly. Operations can influence the solution, but they likely can’t direct it.
    • Behavior, culture, and organizations take time and work to change. Progress is usually evolutionary – but this can also mean it feels like it’s happening too slowly.
    • It’s not just cloud, and it probably never will be. You’ll need to account for operating both on-premises and cloud technologies for the foreseeable future.

    Follow Info-Tech’s Methodology

    1. Ensure alignment with the risks and drivers of the business and understand your organization’s strengths and gaps for a cloud operations world.

    2. Understand the balance of different types of deliveries you’re responsible for in the cloud.

    3. Reduce risk by reinforcing the key operational pillars of cloud operations to your workstreams.

    4. Identify “work areas,” decide which area is responsible for what tasks and how work areas should interact in order to best facilitate desired business outcomes.

    The image contains a screenshot of a diagram demonstrating Info-Tech's Methodology, as described in the text above.

    Info-Tech Insight

    Start by designing operations around the main workflow you have for cloud services; i.e. If you mostly build or host in cloud, build the diagram to maximize value for that workflow.

    Operating Framework Elements

    Proper design of roles and responsibilities for each cloud workflow category will help reduce risk by reinforcing the key operational pillars of cloud operations.

    We base this on a composite of the well-architected frameworks established by the top global cloud providers today.

    Workflow Categories

    • Build
    • Host
    • Consume

    Key Pillars

    • Performance
    • Reliability
    • Cost Effectiveness
    • Security
    • Operational Excellence

    Risks to Mitigate

    • Changes to Support Model
    • Changes to Security & Governance
    • Changes to Skills & Roles
    • Replicating Old Habits
    • Misaligned Stakeholders

    Cloud Operations Design

    Info-Tech’s Methodology

    Assess Maturity and Ways of Working

    Define Cloud Work

    Design Cloud Operations

    Communicate and Secure Buy-in

    Assess your key workflows’ maturity for “life in the cloud,” related to Key Operational Pillars. Evaluate your readiness and need for new ways of working.

    Identify the work that must be done to deliver value in cloud services.

    Define key cloud work areas, the work they do, and how they should share information and interact.

    Outline the change you recommend to a range of stakeholders. Gain buy-in for the plan.

    Blueprint deliverables

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

    Cloud Maturity Assessment

    Assess the intensity and cloud maturity of your IT operations for each of the key cloud workstreams: Consume, Host, and Build

    The image contains screenshots of the Cloud Maturity Assessment.

    Communication Plan

    Identify stakeholders, what’s in it for them, what the impact will be, and how you will communicate over the course of the change.

    The image contains a screenshot of the Communcation Plan.

    Cloud Operations Design Sketchbook

    Capture the diagram as you build it.

    The image contains a screenshot of the Cloud Operations Design Sketchbook.

    Roadmap Tool

    Build a roadmap to put the design into action.

    The image contains a screenshot of the Roadmap Tool.

    Key deliverable:

    Cloud Operations Organizing Framework

    The Cloud Operations Organizing Framework is a communication tool that introduces the cloud operations diagram and establishes its context and justification.

    The image contains a screenshot of the Cloud Operations Organizing Framework.

    Project Outline

    Phase 1: Establish Context

    1.1: Identify challenges, opportunities, and cloud maturity

    1.2: Evaluate new ways of working

    1.3: Define cloud work

    Phase 2: Design the organization and communicate changes

    2.1: Design a draft cloud operations diagram

    2.2: Communicate changes

    Outputs

    Cloud Services Objectives and Obstacles

    Cloud Operations Workflow Diagrams

    Cloud Maturity Assessment

    Draft Cloud Operations Diagram

    Communication Plan

    Roadmap Tool

    Cloud Operations Organizing Framework

    Project benefits

    Benefits for IT

    Benefits for the business

    • Define the work required to effectively deliver cloud services to deliver business value.
    • Define key roles for operating cloud services.
    • Outline an operations diagram that visually communicates what key work areas do and how they interact.
    • Communicate needed changes to key stakeholders.
    • Receive more value from cloud services when the organization is structured to deliver value including:
      • Avoiding cost overruns
      • Securing services
      • Providing faster, more effective delivery
      • Increasing predictability
      • Reducing error rates

    Calculate the value of Info-Tech’s Methodology

    The value of the project is the delivery of organizational change that improves the way you manage cloud services

    Example Goal

    How this blueprint can help

    How you might measure success/value

    Streamline Responsibilities

    The operations team is spending too much time fighting applications fires, which is distracting it from needed platform improvements.

    • Identify shared and separate responsibilities for development and platform operations teams.
    • Focus the operations team on securing and automating cloud platform(s).
    • Reduce time wasted on back and forth between development and operations teams (20 hrs. per employee per year x 50 staff = 1000 hrs.).
    • Deliver automation features that reduces development lead time by one hour per sprint (40 devs x 20 sprints per yr. x 1 hr. = 800 hrs.).

    Improve Cost Visibility

    The teams responsible for cost management today don’t have the authority, visibility, or time to effectively find wasted spend.

    The teams responsible for cost management today don’t have the authority, visibility, or time to effectively find wasted spend.

    • Ensure operations contributes to visibility and execution of cost governance.
    • $1,000,000 annual spend on cloud services.
    • Of this, assume 32% is wasted spend ($320k).1
    • New cost management function has a target to cut waste by half next year saving ~$160k.
    • Cost visibility and capture metrics (e.g. accurate tagging metrics, right-sizing execution).
    1. Average wasted cloud spend across all organizations, from the 2022 Flexera State of the Cloud Report

    Understand your cloud vision and strategy before you redesign operations

    Guide your operations redesign with an overarching cloud vision and strategy that aligns to and enables the business’s goals.

    Cloud Vision

    The image contains a screenshot of the Define Your Cloud Vision.

    Cloud Strategy

    It is difficult to get or maintain buy-in for changes to operations without everyone on the same page about the basic value proposition cloud offers your organization.

    Do the workload and risk analysis to create a defensible cloud vision statement that boils down into a single statement: “This is how we want to use the cloud.”

    Once you have your basic cloud vision, take the next step by documenting a cloud strategy.

    Establish your steering committee with stakeholders from IT, business, and leadership to work through the essential decisions around vision and alignment, people, governance, and technology.

    Your cloud operations design should align to a cloud strategy document that provides guidelines on establishing a cloud council, preparing staff for changing skills, mitigating risks through proper governance, and setting a direction for migration, provisioning, and monitoring decisions.

    Key Insights

    Focus on the future, not the present

    Define your target cloud operations state first, then plan how to get there. If you begin by trying to reconstruct on-prem operations in the cloud, you will build an operations model that is the worst of both worlds.

    Responsibilities change in the cloud

    Understand what you mean by cloud work

    Focus where it matters

    Cloud is a different way of consuming IT resources and applications and it requires a different operational approach than traditional IT.

    In most cases, cloud operations involves less direct execution and more service validation and monitoring

    Work that is invisible to the customer can still be essential to delivering customer value. A lot of operations work is invisible to your organization’s customers but is required to deliver stability, security, efficiency, and more.

    Cloud work is not just applications that have been approved by IT. Consider how unsanctioned software purchased by the business will be integrated and managed.

    Start by designing operations around the main workflow you have for cloud services. If you mostly build or host in the cloud, build the diagram to maximize value for that workflow.

    Design principles will often change over time as the organization’s strategy evolves.

    Identify skills requirements and gaps as early as possible to avoid skills gaps later. Whether you plan to acquire skills via training or cross-training, hiring, contracting, or outsourcing, effectively building skills takes time.

    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

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

    Calls #2&3: Assess cloud maturity and drivers for org. redesign

    Call #4: Review cloud objectives and obstacles

    Call #5: Evaluate new ways of working and identify cloud work

    Calls #6&7: Create your Cloud Operations diagram

    Call #8: Create your communication plan and build roadmap

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

    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

    Establish Context

    Design the Organization and Communicate Changes

    Next Steps and
    Wrap-Up (offsite)

    Activities

    1.1 Assess current cloud maturity and areas in need of improvement

    1.2 Identify the drivers for organizational redesign

    1.3 Review cloud objectives and obstacles

    1.4 Develop organization design principles

    2.1 Evaluate new ways of working

    2.2 Develop a workstream target statement

    2.3 Identify cloud work

    3.1 Design a future-state cloud operations diagram

    3.2 Create a current state cloud operations diagram

    3.3 Define success indicators

    4.1 Create a roadmap

    4.2 Create a 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. Cloud Maturity Assessment
    2. Cloud Challenges and Objectives
    1. Workstream target statement
    2. Cloud Operations Workflow Diagrams
    1. Future and current state cloud operations diagrams
    1. Roadmap
    2. Communication Plan

    Cloud Operations Organizing Framework.

    Phase 1:

    Establish context

    Phase 1

    Phase 2

    1.1 Establish operating model design principals by identifying goals & challenges, workstreams, and cloud maturity

    1.2 Evaluate new ways of working

    1.3 Identify cloud work

    2.1 Draft an operating model

    2.2 Communicate proposed changes

    Phase Outcomes:

    Define current maturity and which workstreams are important to your organization.

    Understand new operating approaches and which apply to your workstream balance.

    Identify a new target state for IT operations.

    Before you get started

    Set yourself up for success with these three steps:

    • This methodology and the related slides are intended to be executed via intensive, collaborative working sessions using the rest of this slide deck.
    • Ensure the working sessions are successful by working through these steps before you start work on defining your cloud operations.

    1. Identify an operations design working group

    2. Review cloud vision and strategy

    3. Create a working folder

    This should be a group with insight into current cloud challenges, and with the authority to drive change. This group is the main audience for the activities in this blueprint.

    Review your established planning work and documentation.

    Create a repository to house your notes and any work in progress.

    Create a working folder

    15 minutes

    Create a central repository to support transparency and collaboration. It’s an obvious step, but one that’s often forgotten.

    1. Download all the documents associated with this blueprint to a shared repository accessible to all participants. Keep separate folders for templates and work-in-progress.
    2. Share the link to the repository with all attendees. Include links to the repository in any meeting invites you set up as working sessions for the project.
    3. Use the repository for all the work you do in the activities listed in this blueprint.

    Step 1.1: Identify goals and challenges, workstreams, and cloud maturity

    Participants

    • Operations Design Working Group, which may include:
      • Cloud owners
      • Platform/Applications Team leads
      • Infra & Ops managers

    Outcomes

    • Identify your current cloud maturity and areas in need of improvement.
    • Define the advantages you expect to realize from cloud services and any obstacles you have to overcome to meet those objectives.
    • Identify the reasons why redesigning cloud operations is necessary.
    • Develop organization design principles.

    “Start small: Begin with a couple services. Then, based on the feedback you receive from Operations and the business, modify your approach and keep increasing your footprint.” – Nenad Begovic

    Cloud changes operational activities, tactics, and goals

    As you adopt cloud services, the operations core mission remains . . .

    • IT operations are expected to deliver stable, efficient, and secure IT services.

    . . . but operational activities are evolving.

    • Core IT operational processes remain relevant, such as incident or capacity management, but opportunities to automate or outsource operations tasks will change how that work is done.
    • As you rely more on automation and outsourcing, the team may see less direct execution in its day-to-day work and more solution design and validation.
    • Outsourcing frees the team from operational toil but reduces the direct control over your end-to-end solution and increases your reliance on your vendor.
    • Pay-as-you-go pricing models present opportunities for streamlined delivery and cost rationalization but require you to rethink how you do cost and asset management.
    • It’s very easy for the business to buy a SaaS solution without consulting IT, which can lead to duplicated functionality, integration challenges, security threats, and more.

    Design a model for cloud operations that helps you achieve value from your cloud environment.

    “As operating models shift to the cloud, you still need the same people and processes. However, the shift is focused on a higher level of operations. If your people no longer focus on server uptime, then their success metrics will change. When security is no longer protected by the four walls of a datacenter, your threat profile changes.

    (Microsoft, “Understand Cloud Operating Models,” 2022)

    Operational responsibilities are shared with a range of stakeholders

    When using a vendor-operated public cloud, IT exists in a shared responsibility model with the cloud service provider, one that is further differentiated by the type of cloud service model in use: broadly, software-as a service (SaaS), platform-as-a-service (PaaS), or infrastructure-as-a-service (IaaS).

    Your IT operations organization may still reflect a structure where IT retains control over the entire infrastructure stack from facilities to application and defines their operational roles and processes accordingly.

    If the organization chooses a co-location facility, they outsource facility responsibility to a third-party provider, but much of the rest of the traditional IT operating model remains the same. The operations model that worked for an entirely premises-based environment is very different from one that is made up of, for instance, a portfolio of SaaS applications, where your control is limited to the top of the infrastructure stack at the application layer.

    Once an organization migrates workloads to the cloud, IT gives up an increasing amount of control to the vendor, and its traditional operational roles & responsibilities necessarily change.

    The image contains a screenshot that demonstrates what the cloud service models are.

    Align operations with customer value

    • Decisions about operational design should be made with customer value in mind. Remember that cloud adoption should be an enabler of adaptability in the face of changing business needs!
    • Think about how the operations team is indispensable to the value received by your customer. Think about the types of changes that can add to the value your customers receive.
    • A focus on value will help you establish and explain the rationale and urgency required to deliver on needed changes. If you can’t explain how the changes you propose will help deliver value, your proposal will come across as change for the sake of change.
    The image contains a screenshot of a diagram to demonstrate how operational design decisions need to be made with customer value in mind.

    Info-Tech Insight

    Work that is invisible to the customer can still be essential to delivering customer value. A lot of operations work is invisible to your organization’s customers but required to deliver stability, security, efficiency, and more.

    A new consumption model means a different mix of activities

    Evolving to cloud-optimal operations also means re-assessing and adapting your team’s approach to achieving cloud maturity, especially with respect to how automation and standardization can be leveraged to best achieve optimization in cloud.

    Traditional ITDesignExecuteValidateSupportMonitor
    CloudDesignExecuteValidateSupportMonitor

    Info-Tech Insight

    Cloud is a different way of consuming IT resources and applications and requires a different operational approach than traditional IT.

    In most cases, cloud operations involves less direct execution and more service validation and monitoring.

    The Service Models in cloud correspond to the way your organization delivers IT

    Service Model

    Example

    Function

    Software-as-a-Service (SaaS)

    Salesforce.com

    Office 365

    Workday

    Consume

    Platform-as-a-Service (PaaS)

    Azure Stack

    AWS SageMaker

    WordPress

    Build

    Infrastructure-as-a-Service (IaaS)

    Microsoft Azure

    Amazon EC2

    Google Cloud Platform

    Host

    Define how you plan to use cloud services

    Your cloud operations will include different tasks, teams, and workflows, depending on whether you consume cloud services, build them, or host on them.

    Function

    Business Need

    Service Model

    Example Tasks

    Consume

    “I need a commodity, off-the-shelf service that we can configure to our organization’s needs.

    Software-as-a-Service (SaaS)

    Onboard and add users to a new SaaS offering. Vendor management of SaaS providers. Configure/integrate the SaaS offering to meet business needs.

    Build

    “I need to create significantly customized or net-new products and services.”

    Platform-as-a-Service (PaaS) & Infrastructure as-a-Service (IaaS)

    Create custom applications. Build and maintain a container platform. Manage CI/CD pipelines and tools. Share infrastructure and applications patterns.

    Host

    “I need compute, storage, and networking components that reflect key cloud characteristics (on-demand self-service, metered usage, etc.).”

    Infrastructure-as-a-Service (IaaS)

    Stand up compute, networking, and storage resources to host a COTS application. Plan to increase storage capacity to support future demand.

    Align to the well-architected framework

    • Each cloud provider has defined a well-architected framework (WAF) that defines effective deployment and operations for their services.
    • WAFs embody a set of best practices and design principles to leverage the cloud in a more efficient, secure, and cost-effective manner.
    • While each vendor’s WAF has its own definitions and nuances, they collectively share a set of key principles, or “pillars,” that define the desired outcome of any cloud deployment.
    • These pillars address the key areas of risk when migrating to a public cloud platform.

    “In order to accelerate public cloud adoption, you need to focus on infrastructure-as-code and script everything you can. Unlike traditional operations, CloudOps focuses on creating scripts: a script for task A, a script for task B, etc.”

    – Nenad Begovic

    Pillars

    • Reliability
    • Security
    • Cost Optimization
    • Operational Excellence
    • Performance Efficiency

    General Best Practice Capability Areas

    • Host
    • Network
    • Data
    • Identity Management
    • Cost/Subscription Management

    Assess cloud maturity

    2 hours

    1. Download a copy of the Cloud Maturity Assessment Tool.
    2. As a group, work through:
      • The balance of your operations activities from a Host/Build/Consume perspective. What are you responsible for delivering now? How do you expect things will change in the future?
      • Which workstreams to focus on. Are there activity categories that are critical or non-critical or that don’t represent a significant portion of overall work? Conversely, are there workstreams that you feel are subject to particular risk when moving to cloud?
    3. Fill out the Maturity Quiz tab in the Cloud Maturity Assessment Tool for the workstreams you have chosen to focus on.
    InputOutput
    • Insight into and experience with your current cloud environment.
    • Maturity scoring for key workload streams as they align to the pillars of a general well-architected cloud framework
    MaterialsParticipants
    • Whiteboard/Flip chart
    • Operating model template
    • Cloud platform SMEs

    Download theCloud Maturity Assessment Tool

    Identify the drivers for organizational redesign

    Whiteboard Activity

    An absolute must-have in any successful redesign is a shared understanding and commitment to changing the status quo.

    Without a clear and urgent call to action, the design changes will be seen as change for the sake of change and therefore entirely safe to ignore.

    Take up the following questions as a group:

    1. What kind of organizational change is needed?
    2. Why do we think the need for this change is urgent?
    3. What do we think will happen if no change occurs? What’s the worst-case scenario?

    Record your answers so you can reference and use them in the communication materials you’ll create in Phase 2.

    InputOutput
    • Cloud maturity assessment
    • Objectives and obstacles
    • Insight into existing challenges stemming from organizational design challenges
    • A list of reasons that form a compelling argument for organizational change
    MaterialsParticipants
    • Whiteboard/Flip chart
    • Cloud Operations Design Working Group

    “We know, for example, that 70 percent of change programs fail to achieve their goals, largely due to employee resistance and lack of management support. We also know that when people are truly invested in change it is 30 percent more likely to stick.”

    – Ewenstein, Smith, Sologar

    McKinsey (2015)

    Consider the value of change from advantage and obstacle perspectives

    Consider what you intend to achieve and the obstacles to overcome to help identify the changes required to achieve your desired future state.

    Advantage Perspective

    Ideas for Change

    Obstacle Perspective

    What advantages do cloud services offer us as an organization?

    For example:

    • Enhance service features.
    • Enhance user experience.
    • Provide ubiquitous access.
    • Scalability to align with demand.
    • Automate or outsource routine tasks.

    What obstacles prevent us from realizing value in cloud services?

    For example:

    • Inadequate stability and reliability
    • Difficult to observe or monitor workloads
    • Challenges ensuring cloud security
    • Insufficient access to relevant skills

    Review risks and challenges

    Changes to Support Model

    • Have we identified who is on the cloud ops team?
    • Do we know where we are procuring skills (internal IT vs. third party) and for how long?
    • Do we know where we are in the migration process?

    Changes to security & governance

    • Have we identified how our attack surface changes in the cloud?
    • Do we have guardrails in place to govern self-provisioning users?
    • Are we managing cost overage risks?

    Replicating old habits

    • Have we made concrete plans to leverage cloud capabilities to standardize and automate outputs?
    • Are we simply reproducing existing systems in the cloud?

    Changes to Skills & Roles

    • Is our staff excited to learn new skills and technologies? Are our specialists prepared to acquire generalist skills to support cloud services?
    • Do we have training plans created and aligned to our technology roadmap?
    • Do we know what head count we need?

    Misaligned stakeholders

    • Have we identified our key stakeholders and teams? Have we considered what changes will impact them and how?
    • Are we meeting regularly and collaborating effectively with our peers, or are we siloed?

    Review cloud objectives and obstacles

    Whiteboard Activity

    1 hour

    1. With your working group, review why you’re using cloud in the first place. What advantages do you expect to realize by adopting cloud services? If we achieve what we’ve set out to do, what should that look and feel like to us, our organization, and our organization’s customers?
      • You should have identified cloud drivers and objectives in your cloud vision and strategy – leverage and validate what you already have!
    2. Next, identify obstacles that are preventing you from fully realizing the value of cloud services.
    3. Finally, brainstorm initial ideas for change. What could we start doing that could help us better use cloud in the future? Are there changes to how we need to organize ourselves to collaborate more effectively?
    InputOutput
    • Insight into and experience with your current cloud environment
    • Identified key business outcomes you expect to realize by adopting cloud services
    • Identified challenges and obstacles that are preventing you from realizing key outcomes
    MaterialsParticipants
    • Whiteboard/Flip chart
    • Cloud operations design working group.

    Commonly cited advantages and obstacles

    Cloud Advantages/Objectives

    • Deliver faster on commitments to the business by removing infrastructure provisioning as a bottleneck.
    • Simplify capacity management on flexible cloud-based infrastructure.
    • Reduce capital spending on IT infrastructure.
    • Create sandboxes/innovation practices to experiment with and develop new functionality on cloud platforms.
    • Easily enable ubiquitous access to key corporate services.
    • Minimize the expense and effort required to maintain a data center – power & cooling, cabling, or physical hardware.
    • Leverage existing automation tools from cloud vendors to speed up integration and deployment.
    • Direct costs for specific services can improve transparency and cost allocation, allowing IT to directly “show-back” or charge-back cloud costs to specific cost centers.

    Obstacles

    Need to speed up provisioning of PaaS/IaaS/data resources to development and project teams.

    No time to develop and improve platform services and standards due to other responsibilities.

    We constantly run up unexpected cloud costs.

    Not enough time for continuous learning and development.

    The business will buy SaaS apps and only let us know after they’ve been purchased, leading to overlapping functionality; gaps in compliance, security, or data protection requirements; integration challenges; cost inefficiencies; and more.

    Role descriptions haven’t kept up with tech changes.

    Obvious opportunities to rationalize costs aren’t surfaced (e.g. failing to make use of existing volume licensing agreements).

    Skills needed to properly operate cloud solutions aren’t identified until breakdowns happen.

    Establish organization design principles

    You’ve established a need for organizational change. What will that change look like?

    Design principles are concise, direct statements that describe how you will design your organization to achieve key objectives and address key challenges.

    This is a critically important step for several reasons:

    • A set of clear, concise statements that describe what the design should achieve provides parameters that will help you create and evaluate different design options.
    • A focused, facilitated discussion to create those statements will help uncover conflicting assumptions between key stakeholders.
    • A comprehensive description of the various ways the organization should change makes it easier to identify misaligned or incompatible objectives.
    • A description of what your organization should look like in the future will help you identify where changes will be required .

    Examples of design principles:

    1. We will create a path to review and publish effective application/platform patterns.
    2. A single governing body should have oversight into all cloud costs.
    3. Development must happen only on approved cloud platforms.
    4. Application teams must address operational issues that derive from the applications they’ve created.
    5. Security practices should be embedded into approved cloud platforms and be automatically applied wherever possible.
    6. Focus is on improving developer experience on cloud platforms.

    Info-Tech Insight

    Design principles will often change as the organization’s strategy evolves.

    Align design principles to your objectives

    Developing design principles starts with your key objectives. What do we absolutely have to get right to deliver value through cloud services?

    Once you have your direction set, work through the points in the star model to establish how you will meet your objectives and deliver value. Each point in the star is an important element in your design – taken together, it paints a holistic picture of your future-state organization.

    The changes you choose to implement that affect capabilities, structure, processes, rewards, and people should be self-reinforcing. Each point in the star is connected to, and should support, the other points.

    “There is no one-size-fits-all organization design that all companies – regardless of their particular strategy needs – should subscribe to.”

    – Jay Galbraith, “The Star Model”

    The image contains a screenshot of a modified versio of Jay Galbraith's Star Model of Organizational Design.

    Establish design principles

    Track your findings in the table on the next slide.

    1. Review the cloud objectives and challenges from the previous activity. As a group, decide from that list: what are the key objectives you are trying to achieve? What are the things you absolutely must get right to get value from cloud services?
    2. Work through the following questions as a group:
      • What capabilities or technologies do we need to adopt or leverage differently?
      • How must our structure change? How will power shift in the new structure?
      • Will our new structure require changes to processes or information sharing?
      • How must we change how we motivate or reward employees?
      • What new skills or knowledge is required? How will we acquire those skills or knowledge?
    InputOutput
    • Cloud objectives and challenges
    • Different viewpoints into how your organization must change to realize objectives and overcome challenges
    • Organizational design principles for cloud operations
    MaterialsParticipants
    • Whiteboard/Flip charts
    • Cloud operations design working group

    Design principles (example)

    What is our key objective?

    • Rapidly develop innovative cloud services aligned to business value.

    What capabilities or technologies do we need to adopt or leverage differently?

    • We will adopt more agile development techniques to make smaller changes, faster.
    • We will standardize and automate tasks that are routine and repeatable.

    How must our structure change? How will power shift in the new structure?

    • Embed development teams within business units to better align to business unit needs.
    • Create a focused cloud platform team to develop infrastructure services.

    Will our new structure require changes to processes or information sharing?

    • Development teams will take on responsibility for application support.
    • Platform teams will be deeply embedded with development teams on new projects to build new infrastructure functionality.

    How must we change how we motivate or reward employees?

    • We will highlight innovative work across the company.
    • We will encourage experimentation and risk-taking.

    What new skills or knowledge is required, and how will we acquire it?

    • We will focus on acquiring skills most closely aligned to our technology roadmap.
    • We will ensure budget is available for training employees who ask for it.
    • We will contract to find skills we cannot develop in-house and use engagements as an opportunity to learn internally.

    Step 1.2: Evaluate new ways of working

    Participants

    Cloud Operations Design Working Group

    Outcomes

    Shared understanding of the horizon of work possibilities:

    • Ways to work
    • Ways to govern and learn

    Consider the different approaches on the following slides, how they change operational work, and decide which approaches are the right fit for you.

    Evaluate new ways of working

    Cut through the hype

    • There are new approaches/ways of working that deal head on with the persistent breakdowns and headaches that come with operations management – work thrown over the wall from development, manual and repetitive work, siloed teams, and more.
    • Many of these approaches emphasize an operations-aware approach to solutions development and apply techniques traditionally associated with AppDev to Operations.
    • Cloud services present opportunities to outsource/automate away routine tasks.

    “DevOps is a set of practices, tools, and a cultural philosophy that automates and integrates the processes between software development and IT teams. It emphasizes team empowerment, cross-team communication and collaboration, and technology automation.”

    – Atlassian, “DevOps”

    “ITIL 4 brings ITIL up to date by…embracing new ways of working, such as Lean, Agile, and DevOps.”

    – ITIL Foundation: ITIL 4 Edition

    “Over time, left to their own devices, the SRE team should end up with very little operational load and almost entirely engage in development tasks, because the service basically runs and repairs itself.”

    – Ben Treynor Sloss, “Site Reliability Engineering”

    The more things change, the more they stay the same:

    • Core processes remain, but they may be done differently, and new technologies and services create new challenges.
    • Not all approaches are right for all organizations, and what’s right for you depends on how you use cloud services.
    • The best solution draws from these management ideas to build an approach to operations that is right for you.

    Leverage patterns to think about new ways of approaching operations work

    Patterns are strategies, approaches, and philosophies that can help you imagine new ways of working in your own organization.

    • The following slides provide an overview of organizing patterns that are applicable to cloud operations.
    • These are strategies that have been applied successfully elsewhere. Review what they can and cannot do and decide whether they are something you can use in your own organizational design.
    • Not every pattern will apply to every organization. For example, an organization which typically consumes SaaS applications will likely have very little need for SRE approaches and techniques.

    Ways to work

    • What work do we do? What skills do we need?
    • How do we create and support systems?

    Ways to govern and learn

    • How do we set and enforce rules?
    • How do we create and share knowledge?

    Explore Applicable Patterns

    Ways to work

    Ways to govern and learn

    1. DevOps

    2. Site Reliability Engineering

    3. Platform Engineering

    4. Cloud Centre of Excellence

    5. Cloud Community of Practice

    What is DevOps?

    “Look for obstacles constantly and treat them as opportunities to experiment and learn.” – Jez Humble, et al. Lean Enterprise: How High Performance Organizations Innovate at Scale

    What it is NOT

    What it IS

    Why Use It

    • Another word for automation or CI/CD tools.
    • A specific role.
    • A fix-all to address friction between existing siloed application and development teams.
    • An approach that will be successful without getting the basics right first.
    • The right fit for every IT organization or every team.

    An operational philosophy that seeks to:

    • Converge accountability for development and operations to align all teams to the goal of delivering customer value.
    • Improve the relationship between Development and Operations teams.
    • Increase the rate of deployment of valuable functionality into production.
    • “A cultural shift giving development teams more control over shipping code to production.” 1
    • You’re doing a lot of custom development.
    • There are opportunities for operations and development teams to work more closely.
    • You want to improve coding quality and throughput.
    • You want to shift the culture of the team to focus on customer value rather than exclusively uptime or new features.
    1 DevOps, SRE, and Platform Engineering

    What is Site Reliability Engineering (SRE)?

    “Hope is not a strategy” – Benjamin Treynor Sloss, Site Reliability Engineering: How Google Runs Production Systems

    What it is NOT

    What it IS

    Why Use It

    • Deeply focussed on a specific technical domain; SRE work “does not discriminate between infrastructure, software, networking, or platforms.” 2
    • A different name for a team of sysadmins.
    • A programming framework or a specific set of technologies.
    • A way to manage COTS software. SRE is less useful when you’re using applications out-of-the-box with minimal customization, integration, or development.
    • An application of skills and approaches from software engineering to improve system reliability.
    • A team responsible for “availability, latency, performance, efficiency, change management, monitoring, emergency response, and capacity planning.”3
    • A team responsible for building systems that become “a platform and workflow that encompasses monitoring, incident management, eliminating single points of failure, [and] failure mitigation.”1
    • You are building services and providing them at scale.
    • You want to improve reliability and reduce “the frequency and impact of failures that can impact the overall reliability of a cloud application.”1
    • You need to define related service metrics and SLOs.
    • To increase the use of automation in operations to avoid mistakes and minimize toil. 3
    1 SRE vs Platform Engineering
    2. Lakhani, Usman. “ISite Reliability Engineering: What Is It? Why Is It Important for Online Businesses?,” 2020.
    3. Sloss, “Introduction,” 2017

    What4 is Platform Engineering?

    “Platform engineers can act as a shield between developers and the infrastructure”

    – Carlos Schults, “What is Platform Engineering? The Concept Behind the Term”

    What it is NOT

    What it IS

    Why Use It

    • A team that manages every aspect of each application on a particular platform.
    • Focussed solely on platform reliability and availability.
    • A different name for a team of sysadmins.
    • Needed for all cloud service deployments. Platform engineers are most useful when you’re building extensively on a particular platform (e.g. AWS, Azure, or your internal cloud).
    • Platform engineers design, build, and manage the infrastructure that supports and hosts work done by developers.
    • The work done by platform engineering allows developers to avoid the repetitive work of setting everything up anew each time.
    • Requires engineers with a deep understanding of cloud services and other platform technologies (e.g. Kubernetes).
    • The big public cloud platforms are built for everyone. You need platform engineering when you need to extensively adapt or manage standard cloud services to support your own requirements.
    • Platform engineers are responsible for creating a secure, stable, maintainable environment that enables developers to do their work faster and without having to manage the underlying technology infrastructure.
    1 DevOps, SRE, and Platform Engineering

    What is a Cloud Center of Excellence?

    You need a strong core to grow a cloud culture.

    What it is NOT

    What it IS

    Why Use It

    • A project management office (PMO) for cloud services.
    • An easy, quick, or temporary fix to cloud governance problems. The CCoE requires champions who provide ongoing support to realize value over time.
    • An approach that’s only for enterprise-sized IT organizations.
    • A standing meeting – members of the CCoE may meet regularly to review progress on their mandate, but work and collaboration need to happen outside of meetings.
    • A cross-functional team responsible for oversight of all cloud initiatives, including architectural, technical, security, financial, contractual, and operational aspects of planned and deployed solutions.
    • The CCoE’s responsibilities typically include governance and continuous improvement; alignment between technical and accounting practices; documentation, training, best practices and standards development; and vendor management.
    • CCoE duties are often part of an existing role rather than a full-time responsibility.
    • You want to enable a core group of cloud experts to promote collaboration and accelerate adoption of cloud services, including members from infrastructure, applications, and security.
    • You need to manage cloud risks, set guidelines and policies, and govern costs across cloud environments.
    • There is an unmet need for training, knowledge sharing, and best practice development across the organization.

    What is a Cloud Community of Practice?

    “We have to stop optimizing for programmers and start optimizing for users”

    – Jeff Atwood

    What it is NOT

    What it IS

    Why Use It

    • A replacement for effective oversight and governance practices, though they may help users navigate and understand governance requirements.
    • A way to advertise cloud to potential new practitioners – engaged members of a CoP are typically already using a particular service.
    • Always exclusively composed of internal staff; in certain cases, a CoP could have external members as well.
    • A network of engaged users and experts who share knowledge and best practices for related technologies, crowdsource solutions to problems, and suggest improvements.
    • Often supported by communication and collaboration tools (e.g. chat channels, knowledge base, forums). May use a range of techniques (e.g. drop-ins, vendor-led training, lunch and learns).
    • Communities of practice may be deliberately created by the organization or develop organically.
    • Communities of practice are an effective way for practitioners to support one another and share ideas and solutions.
    • A CoP can help “shift left” work and help practitioners help themselves.
    • An engaged CoP can help IT to identify improvement opportunities and can also be a channel to communicate updates or changes to practitioners.

    Reinforce what we mean by patterns

    Patterns are . . .

    Ways of Working

    • Sets of habits, processes, and methodologies you want to adopt as part of your operational guidelines and commonly agreed upon definitions.

    Patterns are also . . .

    Ways to Govern and Learn

    • The formal and informal practices and groups that focus on enabling governance, risk management, and adoption.

    Review the implications of each pattern for organizational design

    Ways of Working

    DevOps

    Development teams take on operational work to support the services they create after they are launched to production.

    Some DevOps teams may be aligned around a particular function or product rather than a technology – there are individuals with skills on a number of technologies that are part of the same team.

    Site Reliability Engineering (SRE)

    In the beginning, you can start to adopt SRE practices within existing teams. As demand grows for SRE skills and services, you may decide to create focused SRE roles or teams.

    SRE teams may work across applications or be aligned to just infrastructure services or a particular application, or they may focus on tools that help developers manage reliability. SREs may also be embedded long-term with other teams or take on an internal consulting roles with multiple teams.1

    Platform Engineering

    Platform engineering will often, though not always, be the responsibility of a dedicated team. This team must work very closely with, and tuned into the needs of, its internal customers. There is a constant need to find ways to add value that aren’t already part and parcel of the platform – or its external roadmap.

    This team will take on responsibility for the platform, in terms of feature development, automation, availability and reliability, security, and more. They may also be internal consultants or advisors on the platform to developers.

    1. Gustavo Franco and Matt Brown, “How SRE teams are organized and how to get started.”

    Review the implications of each pattern for organizational design

    Ways to Govern and Learn

    Cloud Center of Excellence

    • A CCoE is a cross-functional group with technical experts from security, infrastructure, applications, and more.
    • There should, ideally, be someone focused on leading the CCoE full-time – often someone with an architecture background. Team members may work on the CCoE part-time alongside their main role, and dedicate more of their time to the CCoE as needed.
    • As the CCoE is a governance function, it will typically bridge and sit above teams working on cloud services, reporting to the CIO, CTO, or to an architecture function.

    Cloud Community of Practice

    • Participation in a community of practice is often above and beyond a core role – it’s a leadership activity taken on by technologically adept experts with a drive to help others.
    • Some organizations will create a role to foster community collaboration, run events, raise opportunities and issues identified by the community with product or technology teams, manage collaboration tools, and more.

    Evolve your organization to meet the needs of increased adoption

    Your operating model should evolve as you increase adoption of cloud services.

    Least Adoption Greatest Adoption

    Initial Adoption

    Early Centralization

    Scaling Up

    Full Steam Ahead

    • One or more small agile teams design, build, manage, and operate individual solutions on cloud resources. Solutions provide early value, and identify new opportunities using small, safe-to-fail experiments.
    • Governance is likely done locally to each team. Knowledge sharing, guidelines, and standards are likely informal.
    • Early experience with cloud services help the organization identify where to invest in cloud services to best meet business demands.
    • Accountability and governance over the platform are more clearly defined, possibly still separate from core IT governance processes. Best practices may be shared across teams through a Community of Practice.
    • Operations may be centralized, where valuable, to support monitoring and incident response.
    • Additional product/service-aligned development teams are created to keep up with demand.
    • There is a focused effort to consolidate best practices and platform knowledge, which can be supported through a culture of learning, effective automation, and appropriate tools.
    • The CCoE takes on additional roles in cloud governance, security, operations, and administration.
    • The organization has reached a relatively steady-state for cloud adoption. Innovation and new service development takes place on a stable platform.
    • A Cloud Center of Excellence is accountable for cloud governance across the organization.
    Adapted from Microsoft, “Get Started: Align your organization,” 2021

    Choose new ways of working that make sense for your team

    1 hour

    Consider if, and how, the approaches to management and governance you’ve just reviewed can offer value to your organization.

    1. List the organizing/managing ideas listed in the previous slides in the table below.
    2. Define why it’s for you. What benefits do you expect to realize? What challenges do you expect this will help you overcome? How does this align with your key benefits and drivers for moving to cloud?
    3. List risks or challenges to adoption. Why will it be hard to do? What could get in the way of adoption? Why might it not be a good fit?
    4. Identify next steps to adopt proposed practices.

    Why it’s for us (drivers)

    Risks or challenges to adoption

    Next steps to build/adopt it

    CCoE

    DevOps

    InputOutput
    • Related Info-Tech slides on new ways of working.
    • Opportunities and challenges in your own cloud deployment that may be addressed through new ways of working.
    • Identify new ways of working aligned to your goals.
    MaterialsParticipants
    • Whiteboard/Flip chart
    • Cloud Operations Design Working Group

    Step 1.3: Identify cloud work

    Participants

    • Operations Design Working Group

    Outcomes

    • Identify core work required to deliver value in key cloud workstreams.

    “At first, for many people, the cloud seems vast. But what you actually do is carve out space.”

    –DevOps Manager

    Identify work

    Before you can identify roles and responsibilities, you have to confirm what work you do as an organization and how that work enables you to meet your goals.

    • A comprehensive approach that connects the work you do to your organizational goals will help you identify work that’s falling through the cracks.
    • Identifying work is an opportunity to look at the tasks you regularly execute and ensure they actually drive value.
    • Working through the exercise as a group will help you develop a common language around the work you do.
    • To make the evident obvious: you can’t decide who should be responsible for something if you don’t know about it in the first place.

    Defining work can be a lot of … work! We recommend you start by identifying work for the workstream you do most – Build, Consume, or Host – to focus your efforts. You can repeat the exercise as needed.

    Map work in workstream diagrams

    The image contains a screenshot of the map work in workstream diagrams.

    The five Well-Architected Framework pillars. These are principles/directions/guideposts that should inform all cloud work.

    The work being done to achieve the workstream target. These are roughly aligned with the three streams on the right.

    Workstream Target: A concise statement of the value you aim to achieve through this workstream. All work should help deliver value (directly or indirectly).

    Define the scope of the exercise

    Whiteboard Activity

    20 minutes

    Over the next few exercises, you’ll do a deep dive into the work you do in one specific workstream. In this exercise, we’ll decide on a workstream to focus on first.

    1. Are you primarily building, hosting on, or consuming cloud services? Start with the workstream where you’re doing the most work.
    2. If this isn’t sufficient to narrow your focus, look at the workstream that is most closely tied to mission critical applications, or that is most in need of review in terms of what work is done and who does it.
    3. You can narrow the scope further if there’s a very specific sub-area that differs from the rest (e.g. managing your O365 environment vs. managing all SaaS applications).
    InputOutput
    • Insight into and experience with your current cloud environment.
    • Your completed cloud maturity assessment.
    • Identify one workstream where you’ll define work first.
    MaterialsParticipants
    • None
    • Cloud Operations Design Working Group

    Create a workstream target statement

    Whiteboard Activity

    30 minutes

    In this activity, come up with a short sentence to describe what all this work you do is building toward. The target statement helps align participants on why work is being done and helps focus the activity on work that is most important to achieving the target statement.

    Start with this common workstream target statement:

    “Deliver valuable, secure, available, reliable, and efficient cloud services.”

    Now, review and adjust the target statement by working through the questions below:

    1. Return to the earlier exercises in Phase 1.1 where you reviewed your key objectives for cloud services. Does the target statement align with what you’d identified previously?
    2. Who is the customer for the work you do? Would they see the target differently than you’ve described it?
    3. Can you be more specific? Are there value drivers that are more specific to your industry, organization, business functions, or products that are key to the value your customers receive from this workstream?
    InputOutput
    • Previous exercises.
    • Workstream target statement.
    MaterialsParticipants
    • Whiteboard/Flip chart
    • Cloud Operations Design Sketchbook
    • Cloud Operations Design Working Group

    Identify cloud work

    1-2 hours

    1. Use the workstream diagram template in the Cloud Operations Design Sketchbook, or draw the template out on a whiteboard and use sticky notes to identify work.
    2. Identify the workstream at the top of the slide. Update the template value statement on the right with the value statement you created in the previous exercise.
    3. Review one or more of the examples in the Cloud Operations Design Sketchbook to get a sense of the level of detail required for this exercise.

    Activity instructions continue on the next slide.

    Some notes to the facilitator:

    • Working directly from the Cloud Operations Design Sketchbook will save you time with transcription. Sharing the document with participants (e.g. via OneDrive) will allow you to collaborate and edit the document together in real-time.
    • Don’t worry about being too tidy for the moment, just get the information written down and you can clean up the diagram later.
    InputOutput
    • Previously identified design principles.
    • An understanding of the work done, and that needs to be done, in your cloud environment.
    • Identify the work that needs to be done to support your key cloud services workstream in the future.
    MaterialsParticipants
    • Cloud Operations Design Sketchbook
    • Whiteboard and sticky notes (optional)
    • Cloud Operations Design Working Group

    Identify cloud work (cont’d)

    4. Work together to identify work, documenting one work item per box. This should focus on future state, so record work whether it’s actually done today or not. Your space is limited on the sheet, so focus on work that is indispensable to delivering the value statement. Use the lists on the right as a reminder of key IT practice areas.

    5. As much as possible, align the work items to the appropriate row (Govern & Align, Design & Execute, or Validate, Support & Monitor). You can overlap boxes between rows if needed.

    Have you captured work related to:

    ITIL practices, such as:

    • Request management
    • Incident & problem management
    • Service catalog
    • Service level management
    • Configuration management

    Security-aligned practices, such as:

    • Identity & access management
    • Vulnerability management
    • Security incident management

    Financial practices, such as:

    • IT asset management
    • Cost management & budgeting
    • Vendor management
    • Portfolio management

    Data-aligned practices, such as:

    • Data integrations
    • Data governance

    Technology-specific tasks, such as:

    • Network, Server & Storage
    • Structured/unstructured DBs
    • Composite services
    • IDEs and compilers

    Other key practices:

    • Monitoring & observability
    • Continuous improvement
    • Testing & quality assurance
    • Training and knowledge management
    • Manage shadow IT

    Info-Tech Insight

    Cloud work is not just applications that have been approved by IT. Consider how unsanctioned software purchased by the business will be integrated and managed.

    Identify cloud work (cont’d)

    6. If you have decided to adopt any of the new ways of working outlined in Step 1.2 (e.g. DevOps, SRE, etc.) review the next slide for examples of the type of work that frequently needs to be done in each of those work models. Add any additional work items as needed.

    7. Consolidate boxes and clean up the diagram (e.g. remove duplicate work items, align boxes, clarify language).

    8. Do a final review. Is all the work in the diagram truly aligned with the value statement? Is the work identified aligned with the design principles from Step 1.1?

    If you used a whiteboard for this exercise, transcribe the output to a copy of the Cloud Operations Design Sketchbook, and repeat the exercise for other key workstreams. You will use this diagram in Phase 2.

    Examples of work

    Examples of work in the "Host" workstream:

    • Bulk patch servers
    • Add a server
    • Add capacity
    • Develop a new server template
    • Incident management

    Examples of work in the "Build" workstream:

    • Provision a production server
    • Provision a test environment
    • Test recovery procedures
    • Add capacity for a service
    • Publish a new pattern
    • Manage capacity/performance for a service
    • Identify wasted spend across services
    • Identify performance bottlenecks
    • Review and shut down idle/unneeded services

    Examples of work in the "Consume" workstream:

    • Conduct vendor risk assessments
    • Develop a standard evaluation matrix to compare solutions to existing or potential in-house offerings
    • Onboard a solution
    • Offboard a solution
    • Conduct a renewal
    • Review and negotiate a contract
    • Rationalize software titles

    Phase 2:

    Design the organization and communicate changes

    Phase 1

    Phase 2

    1.1 Establish operating model design principals by identifying goals & challenges, workstreams, and cloud maturity

    1.2 Evaluate new ways of working

    1.3 Identify cloud work

    2.1 Draft an operating model

    2.2 Communicate proposed changes

    Phase Outcomes:

    Draft your cloud operations diagram, identify key messages and impacts to communicate to your stakeholders, and build out the Cloud Operations Organizing Framework communication deck.

    Step 2.1: Identify groups and responsibilities

    Participants

    • Operations Design Working Group

    Outcomes

    • Cloud Operations Diagram
    • Success Indicators
    • Roadmap

    “No-one ever solved a problem by restructuring.”

    – Anonymous

    Visualize your cloud operations

    Create a visual to help you abstract, analyze, and clarify your vision for the future state of your organization in order to align and instruct stakeholders.

    Create a visual, high-level view of your organization to help you answer questions such as:

    • “What work do we do? What are the roles and responsibilities of different teams?”
    • “How do we interact between work areas?”
    • “How has our organization changed already, and what additional changes may be needed?”
    • “How do we make technology decisions?”
    • “How do we provide services?”
    • “How might this change be received by people on the ground?”
    The image contains a screenshot of the Cloud Operations Diagram Example.

    Decide whether to centralize or decentralize

    Specialization & Focus: A group or work unit developing a focused concentration of skills, expertise, and activities aligned with an area of focus (such as the ones at right).

    Decentralization: Operational teams that report to a decentralized IT or business function, either directly or via a “dotted line” relationship.

    Decentralization and Specialization can:

    • Duplicate work.
    • Localize decision-making authority, which can increase agility and responsiveness.
    • Transfer authority and accountability to local and typically smaller teams, clarifying responsibilities and encouraging staff to take ownership for service delivery.
    • Enable the team to focus on complex and rapidly changing technologies or processes.
    • Create islands of expertise, which can get in the way of collaboration, innovation, and decision making across groups and work units and make oversight difficult.
    • Complicate the transfer of resources and knowledge between groups.

    Examples: Areas of Focus

    Business unit

    • Manufacturing
    • R&D
    • Sales & Marketing

    Region

    • Americas
    • EMEA
    • APAC

    Service

    • ERP
    • Commercial website

    Technology

    • On-premises servers/storage
    • Network
    • Cloud services

    Operational process focus

    • Capacity management & planning
    • Incident management
    • Problem management

    “The concept of organization design is simple in theory but highly complex in practice. Like any strategic decision, it involves making multiple trade-offs before choosing what is best suited to a business context.”

    – Nitin Razdan & Arvind Pandit

    Identify key work areas

    Balance specialization with effective collaboration

    • Much is said about breaking down organizational silos. But at some level, silos are inevitable – any company with more than one employee will have to divide work up somehow.
    • Dividing up work is a delicate balancing act – ensuring individuals and groups are able to do work that is related, meaningful, and that allows autonomy while allowing for effective collaboration between groups that need to work together to achieve business goals.

    Why “work areas”?

    Why don’t we just use teams, groups, squads, or departments, or some other more common term for groups of people working together?

    • We are not yet at the point of deciding who in the organization should be aligned to which areas in the design.
    • Describing work areas as teams can shift the conversation to the organizational chart – to who does the work, rather than what needs to be done.

    That’s not the goal of this exercise. If the conversation gets stuck on what you do today, it can get in the way of thinking about what you need to do in the future.

    Create a future-state cloud operations diagram

    1-3 hours

    1. Review the example cloud operations diagram example in your copy of the Cloud Operations Design Sketchbook.
    2. Identify key work areas (e.g. applications, infrastructure, platform engineering, DevOps, security). Add the name of each work area in one of the larger boxes.
      • Go back to your design principles. Did you define any work areas in your design principles that should be represented here?
      • If you have several groups or teams with similar responsibilities, consider lumping them together in one box (e.g. applications teams, 3x DevOps teams).
    3. Copy the tasks from any workstream diagrams you’ve created to the same slide as the organization design diagram. Keep the workstream diagram intact, as you’ll want to be able to refer back to it later.

    Activity instructions continue on the next slide.

    InputOutput
    • Insight into and experience with your current cloud environment.
    • Cloud Operations Diagram
    MaterialsParticipants
    • Whiteboard/Flip charts
    • Cloud Operations
    • Cloud Operations Design Working Group

    Cloud operations diagram (cont’d)

    1-3 hours

    4. As a group, move the work boxes from the workstream diagram into the appropriate work area.

    • Don’t worry about being too tidy for the moment – clean up the diagram when the exercise is done.
    • Make adjustments to the wording of the work boxes if needed.

    5. Use the space between work areas to describe how work areas must interact to achieve organizational goals. For example:

    • What information should be shared between groups?
    • What information sharing channels may be used?
    • What processes will be handed-off between groups and how?
    • How often will teams interact?
    • Will interactions be formal or informal?

    Create a current-state operations diagram

    1 -2 hours

    This exercise can be done by one person, then reviewed with the working group at a later time.

    This current state diagram helps clarify the changes that may need to happen to get to your future state.

    1. Color code the work boxes for each work area. For example, if you have a “DevOps” work area, make all the work boxes assigned to “DevOps” the same color.
    2. On a separate slide, sketch your existing organization indicating your current teams.
    3. Copy the tasks from the future-state diagram to this current-state chart. Align the tasks to the appropriate groups.
    4. Review the chart with the working group. Discuss: are there teams that are doing work today that will also be done by different teams? Are there groups that may merge into one team? What types of changes may be required?
    InputOutput
    • Future-state cloud operations diagram
    • Current-state cloud operations diagram
    MaterialsParticipants
    • Cloud Operations Design Sketchbook
    • Projector/screen/virtual meeting
    • Project lead
    • Cloud Operations Design Working Group

    Check for biases to make better choices

    Use the strategies below to spot and address flaws in your team’s thinking about your future-state design.

    Biases

    What’s the risk?

    Mitigation strategies

    Is the team making mistakes due to self-interest, love of a single idea, or groupthink?

    Important information may be ignored or left unspoken.

    Rigorously check for the other biases, below. Tactfully seek dissenting opinions.

    Do recommendations use unreasonable analogies to other successes or failures?

    Opportunities or challenges in the current situation may not be sufficiently understood.

    Ask for other examples, and check whether the analogies are still valid.

    Is the team blinkered by the weight of past decisions?

    Doubling-down on bad decisions (sunk costs) or ignoring new opportunities.

    Ask yourself what you'd do if you were new to the position or organization.

    Does the data support the recommendations?

    Data used to make the case isn't a good fit for the challenge, is based on faulty assumptions, or is incomplete.

    If you had a year to make the decision, what data would you want? How much can you get?

    Are there realistic alternative recommendations?

    Alternatives don't exist or are "strawman" options.

    Ask for additional options.

    Is the recommendation too risk averse or cautious?

    Recommendations that may be too risky are ignored, leading to missed opportunities.

    Review options to accept, transfer, distribute, or mitigate the risk of the decision.

    Framework above adapted from Kahneman, Lovallo, and Sibony (2011)

    Be specific with metrics

    Thinking of ways you could measure success can help uncover what success actually means to you.

    Work collectively to generate success indicators for each key cloud initiative. Success indicators are metrics, with targets, aligned to goals, and if you are able to measure them accurately, they should help you report your progress toward your objectives.

    For example, if your driver is “faster access to resources” you might consider indicators like developer satisfaction, project completion time, average time to provision, etc.

    There are several reasons you may not publicize these metrics. They may be difficult to calculate or misconstrued as targets, warping behavior in unexpected ways. But managed properly, they have value in measuring operational success!

    Examples: Operations redesign project metrics

    Key stakeholder satisfaction scores

    IT staff engagement scores

    Support Delivery of New Functionality

    Double number of accepted releases per cycle

    80% of key cloud initiatives completed on time, on budget, and in scope

    Improve Operational Effectiveness

    <1% of servers have more than two major versions out of date

    No more than one capacity-related incident per Q

    Define success indicators

    Whiteboard Activity

    45 minutes

    1. On a whiteboard, draw a table with key objectives for the design across the top.
      • What cloud objectives should the redesign help you achieve? Refer back to the design principles from Phase 1.
      • Think about the redesign itself. How will you measure whether the project itself is proceeding according to plan? Consider metrics such as employee engagement scores and satisfaction scores from key stakeholders.
    2. Consider whether the metrics are feasible to track. Record your decisions in your copy of the Cloud Operations Organizing Framework deck.
    InputOutput
    • Key design goals
    • Success indicators for your design
    MaterialsParticipants
    • Whiteboard
    • Markers
    • Cloud Operations Design Working Group

    Populate a roadmap

    Tool Activity

    45 minutes

    1. In the Roadmap Tool, populate the data entry tab with the initiatives you will take to support changes toward the new cloud operations organizing framework.
    2. Input each of the tasks in the data entry tab and provide a description and rationale behind the task (as needed).
    3. Assign an effort, priority, and cost level to each task (high, medium, low).
    4. Assign an owner to each task – someone who can take points and shepherd the task to completion.
    5. Identify the timeline for each task based on the priority, effort, and cost (short, medium, and long term).
    6. Highlight risk for each task if it will be deferred.
    7. Track the progress of each task with the status column.
    InputOutput
    • Cloud Operations Organizing Framework
    • Roadmap/ implementation plan
    MaterialsParticipants
    • Roadmap Tool
    • Cloud Operations Design Working Group

    Download the Roadmap Tool

    Step 2.2: Communicate changes

    Participants

    • Operations Design Working Group

    Outcomes

    • Build a communication plan for key stakeholders
    • Complete the communication deck Cloud Operations Organizing Framework
    • Build a roadmap

    “Words, words, words.”

    – Shakespeare

    Communicate changes

    Which stakeholders will be affected by the changes?

    Decision makers: Who do you ultimately need to convince to proceed with any changes you’ve outlined?

    Peers: How will managers of other areas be affected by the changes you’re proposing? If you are you suggesting changes to the way that they, or their teams, do their work, you will have to present a compelling case that there’s value in it for them.

    Staff: Are you dictating changes or looking for feedback on the path forward?

    The image contains a screenshot of the Five Elements of Change that is displayed in a cycle. The five elements are: What is the change? Why are we doing it? How are we going to go about it? How long will it take us? What is the role of each team and individual.

    Source: The Qualities of Leadership: Leading Change

    Follow these guidelines for good communication

    Be relevant

    • Talk about what matters to each stakeholder group.
    • Talk about what matters to the initiative.
    • IT thinks in processes but stakeholders only care about results: talk in terms of results.
    • IT wants to be “understood” but this does not matter to stakeholders; think “what’s in it for them?”
    • Communicate truthfully; do not make false promises or hide bad news.
    • If you expect objections, create a plan to handle them.

    Be clear

    • Lead with the point you’re trying to make.
    • Don’t use jargon.
    • Avoid idiomatic language and clichés.
    • Have a third party review draft communications and ask them to tell you the key messages in their own words. If they’re missing the main points, there’s a good chance the draft isn’t clear.

    Be consistent

    • Ensure the core message is consistent regardless of audience, channel, or medium.
    • Changing the core message from one group to another can be interpreted as incompetence or an attempt at deception. This will damage your credibility and can lead to a loss of trust.

    Be concise

    • Get to the point.
    • Minimize word count wherever possible.

    “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

    Create a communication plan

    1 hour

    Fill out the table below.

    Stakeholder group: Identify key stakeholders who may be impacted by changes to the operations team. This might include IT leadership, management, and staff.

    Benefits: What’s in it for them?

    Impact: What are we asking in return?

    How: What mechanisms or channels will you use to communicate?

    When: When (and how often) will you get the message out?

    Benefits

    Impact

    How

    When

    IT Mgrs.

    • Improve agility, stability
    • Deliver faster against business goals
    • Respond to identified needs
    • Improve confidence in IT
    • Must support the process
    • Change and engagement issues during restructuring may affect staff engagement and productivity
    • Training budget required
    • Present at leadership meeting
    • Kick-off email
    • Sept. leadership meeting
    • Weekly touchpoints
    • Informally throughout project

    Ops Staff

    • Clearer direction and clear priorities (Operations mission statement and RACI)
    • Higher-value work – address problems, contribute to plans
    • New skills and training
    • More personal accountability
    • Push toward process consistency
    • Must make time and plan for training during work hours
    • Present at operations team’s offsite meeting
    • AMA channel on Slack
    • 1:1 meetings
    • Add RACI, org. sketch to shared folder
    • Operations offsite
    • Sept. all-hands meeting
    • Ongoing coaching and informal conversations
    InputOutput
    • Discussion
    • Communication Plan
    MaterialsParticipants
    • Whiteboard/Flip Chart
    • Cloud Operations Design Working Group

    Download the Communication Plan Template

    Support the transition with a plan to acquire skills

    Identify the preferred way to acquire needed skill sets: contracting, outsourcing, training, or hiring.

    • Some cloud projects will change the demand for some skills in the organization, and not all skills should be cultivated internally. Uncertainty about future skills and jobs will cause anxiety for your team and can lead to employee exit.
    • Use Info-Tech’s research to conduct a demand analysis to identify which new and critical skills should be acquired via training or hiring (rather than outsourcing or contracting).
    • Create a roadmap to clarify when training needs to be completed, a budget plan that accounts for training costs, and role descriptions that paint a picture of future work.
    • Within the confines of a collective agreement, managers may be required to retrain staff into new roles before those staff are required to do work in their new jobs. Failing to plan can be more consequential.
    • Remember that in cloud, a wealth of automation opportunities present a great option for offloading tasks as well!

    Info-Tech Insight

    Identify skills requirements and gaps as early as possible to avoid skills gaps later. Whether you plan to acquire skills via training or cross-training, hiring, contracting, or outsourcing, effectively building skills takes time. Use Info-Tech’s methodology to address skills gaps in a prioritized and rational way.

    Involve HR for implementation

    Your HR team should help you work through:

    • Which staff and managers will move to which roles, and any headcount changes.
    • Job descriptions, performance metrics, career paths, compensation, and succession planning.
    • Organizational change management and implementation plans.

    When do you need to involve HR?

    Role changes will result in job description changes.

    • New or changed job descriptions need to be evaluated for impact on pay, title, exempt status, career pathing, and more.
    • This is especially true in more traditional or unionized organizations that require specific and granular job descriptions of responsibilities.
    • Changed jobs will likely require union review and approval.

    You anticipate changes to the reporting structure.

    • Work with HR to develop a transition plan including communications, training to new managers, and support to new teams.

    You anticipate redundancies.

    • Your HR department can prepare you for difficult discussions, help you navigate labor laws, and support the offboarding process.

    You anticipate new positions.

    • Recruitment and hiring takes time. Give HR advance notice to support recruitment, hiring, and onboarding to ensure you hire the right people, with the right skills, at the right time.

    Training and development budget is required.

    • If training is a critical part of the onboarding process, don’t just assume funding is available. Work with HR to build your case.

    Related Info-Tech Research

    Define Your Cloud Vision

    Define your cloud vision before it defines you.

    Document Your Cloud Strategy

    Drive consensus by outlining how your organization will use the cloud.

    Map Technical Skills for a Changing Infrastructure & Operations Organization

    Be practical and proactive – identify needed technical skills for your future-state environment and the most efficient way to acquire them.

    Bibliography

    “2021 GitLab DevSecOps Survey.” Gitlab, 2021.
    “2022 State of the Cloud Report.” Flexera, 2022.
    “DevOps.” Atlassian, ND. Web. 21 July 2022.
    Atwood, Jeff. “The 2030 Self-Driving Car Bet.” Coding Horror, 4 Mar 2022. Web. 5 Aug 2022.
    Campbell, Andrew. “What is an operating model?” Operational Excellence Society, 12 May 2016. Web. 13 July 2022.
    “DevOps.” Atlassian, ND. Web. 21 July 2022.
    Ewenstein, Boris, Wesley Smith, Ashvin Sologar. “Changing change management” McKinsey, 1 July 2015. Web. 8 April 2022.
    Franco, Gustavo and Matt Brown. “How SRE teams are organized, and how to get started.” Google Cloud Blog, 26 June 2019. Web. July 13 2022.
    “Get started: Build a cloud operations team.” Microsoft, 10 May 2021.
    ITIL Foundation: ITIL 4 Edition. Axelos, 2019.
    Humble, Jez, Joanne Molesky, and Barry O’Reilly. Lean Enterprise: How High Performance Organizations Innovate at Scale. O’Reilly Media, 2015.
    Franco, Gustavo and Matt Brown. “How SRE teams are organized and how to get started.” 26 June 2019. Web. 21 July 2022.
    Galbraith, Jay. “The Star Model”. ND. Web. 21 July 2022.
    Kahnemanm Daniel, Dan Lovallo, and Olivier Sibony. “Before you make that big decision.” Harv Bus Rev. 2011 Jun; 89(6): 50-60, 137. PMID: 21714386.
    Kesler, Greg. “Star Model of Organizational Design.” YouTube, 1 Oct 2018. Web Video. 21 Jul 2022.
    Lakhani, Usman. “Site Reliability Engineering: What Is It? Why Is It Important for Online Businesses?” Info-Tech. Web. 25 May 2020.
    Mansour, Sherif. “Product Management: The role and best practices for beginners.” Atlassian Agile Coach, n.d.
    Murphy, Annie, Jamie Kirwin, Khalid Abdul Razak. “Operating Models: Delivering on strategy and optimizing processes.” EY, 2016.
    Shults, Carlos. “What is Platform Engineering? The Concept Behind the Term.” liatrio, 3 Aug 2021. Web. 5 Aug 2022.
    Sloss, Benjamin Treynor. Site Reliability Engineering Part I: Introduction. O’Reilly Media, 2017.
    “SRE vs. Platform Engineering.” Ambassador Labs, 8 Feb 2021.
    “The Qualities of Leadership: Leading Change.” Cornelius & Associates, n.d. Web.
    “Understand cloud operating models.” Microsoft, 02 Sept. 2022.
    Velichko, Ivan. “DevOps, SRE, and Platform Engineering.” 15 Mar 2022.

    Research Contributors and Experts

    Nenad Begovic

    Executive Director, Head of IT Operations

    MUFG Investor Services

    Desmond Durham

    Manager, ICT Planning & Infrastructure

    Trinidad & Tobago Unit Trust Corporation

    Virginia Roberts

    Director, Enterprise IT

    Denver Water

    Denis Sharp

    IT/LEAN Consultant

    Three anonymous contributors

    Make Your IT Governance Adaptable

    • Buy Link or Shortcode: {j2store}359|cart{/j2store}
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    • Parent Category Name: IT Governance, Risk & Compliance
    • Parent Category Link: /it-governance-risk-and-compliance
    • People don’t understand the value of governance, seeing it as a hindrance to productivity and efficiency.
    • Governance is delegated to people and practices that don’t have the ability or authority to make these decisions.
    • Decisions are made within committees that don’t meet frequently enough to support business velocity.
    • It is difficult to allocate time and resources to build or execute governance effectively.

    Our Advice

    Critical Insight

    • IT governance applies not just to the IT department but to all uses of information and technology.
    • IT governance works against you if it no longer aligns with or supports your organizational direction, goals, and work practices.
    • Governance doesn’t have to be bureaucratic or control based.
    • Your governance model should be able to adapt to changes in the organization’s strategy and goals, your industry, and your ways of working.
    • Governance can be embedded and automated into your practices.

    Impact and Result

    • You will produce more value from IT by developing a governance framework optimized for your current needs and context, with the ability to adapt as your needs shift.
    • You will create the foundation and ability to delegate and empower governance to enable agile delivery.
    • You will identify areas where governance does not require manual oversight and can be embedded into the way you work.

    Make Your IT Governance Adaptable Research & Tools

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

    1. Make Your IT Governance Adaptable Deck – A document that walks you through how to design and implement governance that fits the context of your organization and can adapt to change.

    Our dynamic, flexible, and embedded approach to governance will help drive organizational success. The three-phase methodology will help you identify your governance needs, select and refine your governance model, and embed and automate governance decisions.

    • Make Your IT Governance Adaptable – Phases 1-3

    2. Adaptive and Controlled Governance Model Templates and Workbook – Documents that gather context information about your organization to identify the best approach for governance.

    Use these templates and workbook to identify the criteria and design factors for your organization and the design triggers to maintain fit. Upon completion this will be your new governance framework model.

    • Controlled Governance Models Template
    • IT Governance Program Overview
    • Governance Workbook

    3. Implementation Plan and Workbook – Tools that help you build and finalize your approach to implement your new or revised governance model.

    Upon completion you will have a finalized implementation plan and a visual roadmap.

    • Governance Implementation Plan
    • Governance Roadmap Workbook

    4. Governance Committee Charter Templates – Base charters that can be adapted for communication.

    Customize these templates to create the committee charters or terms of reference for the committees developed in your governance model.

    • IT PMO Committee Charter
    • IT Risk Committee Charter for Controlled Governance
    • IT Steering Committee Charter for Controlled Governance
    • Program Governance Committee Charter
    • Architecture Review Board Charter
    • Data Governance Committee Charter
    • Digital Governance Committee Charter

    5. Governance Automation Criteria Checklist and Worksheet – Tools that help you determine which governance decisions can be automated and work through the required logic and rules.

    The checklist is a starting point for confirming which activities and decisions should be considered for automation or embedding. Use the worksheet to develop decision logic by defining the steps and information inputs involved in making decisions.

    • Governance Automation Criteria Checklist
    • Governance Automation Worksheet

    Infographic

    Workshop: Make Your IT Governance Adaptable

    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 Your Guiding Star

    The Purpose

    Establish the context for your governance model.

    Key Benefits Achieved

    Core understanding of the context that will enable us to build an optimal model

    Activities

    1.1 Confirm mission, vision, and goals.

    1.2 Define scope and principles.

    1.3 Adjust for culture and finalize context.

    Outputs

    Governance principles

    Governance context and goals

    2 Define the Governance Model

    The Purpose

    To select and adapt a governance model based on your context.

    Key Benefits Achieved

    A selected and optimized governance model

    Activities

    2.1 Select and refine governance model.

    2.2 Confirm and adjust the structure.

    2.3 Review and adapt governance responsibilities and activities.

    2.4 Validate governance mandates and membership.

    Outputs

    IT governance model and adjustment triggers

    IT governance structure, responsibilities, membership, and cadence

    Governance committee charters

    3 Build Governance Process and Policy

    The Purpose

    Refine your governance practices and associate policies properly.

    Key Benefits Achieved

    A completed governance model that can be implemented with clear update triggers and review timing

    Policy alignment with the right levels of authority

    Activities

    3.1 Update your governance process.

    3.2 Align policies to mandate.

    3.3 Adjust and confirm your model.

    3.4 Identify and document update triggers and embed into review cycle.

    Outputs

    IT governance process and information flow

    IT governance policies

    Finalized governance model

    4 Embed and Automate Governance

    The Purpose

    Identify options to automate and embed governance activities and decisions.

    Key Benefits Achieved

    Simply more consistent governance activities and automate them to enhance speed and support governance delegation and empowerment

    Activities

    4.1 Identify decisions and standards that can be automated. Develop decision logic.

    4.2 Plan verification and validation approach.

    4.3 Build implementation plan.

    4.4 Develop communication strategy and messaging.

    Outputs

    Selected automation options, decision logic, and business rules

    Implementation and communication plan

    Further reading

    Make Your IT Governance Adaptable

    Governance isn't optional, so keep it simple and make it flexible.

    Table of Contents

    4 Analyst Perspective

    5 Executive Summary

    13 Governance Stages

    14 Info-Tech’s IT Governance Thought Model

    19 Info-Tech’s Approach

    23 Insight Summary

    30 Phase 1: Identify Your Governance Needs

    54 Phase 2: Select and Refine Your Governance Model

    76 Phase 3: Embed and Automate

    94 Summary of Accomplishment

    95 Additional Support

    97 Contributors

    98 Bibliography

    Make Your IT Governance Adaptable

    Governance isn't optional, so keep it simple and make it flexible.

    EXECUTIVE BRIEF

    Analyst Perspective

    Governance will always be part of the fabric of your organization. Make it adaptable so it doesn’t constrain your success.

    Photo of Valence Howden, Principal Research Director, Info-Tech Research Group

    Far too often, the purpose of information and technology (I&T) governance is misunderstood. Instead of being seen as a way to align the organization’s vision to its investment in information and technology, it has become so synonymous with compliance and control that even mentioning the word “governance” elicits a negative reaction.

    Success in modern digital organizations depends on their ability to adjust for velocity and uncertainty, requiring a dynamic and responsive approach to governance – one that is embedded and automated in your organization to enable new ways of working, innovation, and change.

    Evolutionary theory describes adaptability as the way an organism adjusts to fit a new environment, or changes to its existing environment, to survive. Applied to organizations, adaptable governance is critical to the ability to survive and succeed.

    If your governance doesn’t adjust to enable your changing business environment and customer needs, it will quickly become misaligned with your goals and drive you to failure.

    It is critical that people build an approach to governance that is effective and relevant today while building in adaptability to keep it relevant tomorrow.

    Valence Howden
    Principal Research Director, Info-Tech Research Group

    Executive Summary

    Your Challenge

    • People don’t understand the value of governance, seeing it as a hindrance to productivity and efficiency.
    • Governance is delegated to people and practices that don’t have the ability or authority to make decisions.
    • Decisions are made within committees that don’t meet frequently enough to support business velocity.
    • It is difficult to allocate time and resources to build or execute governance effectively

    Common Obstacles

    • You are unable to clearly communicate how governance adds value to your organization.
    • Your IT governance approach no longer aligns with or supports your organizational direction, goals, and work practices.
    • Governance is seen and performed as a bureaucratic control-based exercise.
    • Governance activities are not transparent.
    • The governance committee gets too deeply involved with project deep dives and daily management, derailing its effectiveness and ability to produce value.

    Info-Tech’s Approach

    • Use Info-Tech’s IT governance models to identify a base model similar to the way you are organized. Confirm your current and future placement in governance execution.
    • Adjust the model based on industry needs, your principles, regulatory requirements, and your future direction.
    • Identify where to embed or automate decision making and compliance and what is required to do so effectively.
    • Implement your governance model for success.

    Info-Tech Insight

    IT governance must be embedded and automated, where possible, to effectively meet the needs and velocity of digital organizations and modern practices and to drive success and value.

    What is governance?

    IT governance is a critical and embedded practice that ensures that information and technology investments, risks, and resources are aligned in the best interests of the organization and produce business value.

    Effective governance ensures that the right technology investments are made at the right time to support and enable your organization’s mission, vision, and goals.

    5 KEY OUTCOMES OF GOOD GOVERNANCE

    STRATEGIC ALIGNMENT

    Technology investments and portfolios are aligned with the organization's strategic objectives.

    RISK OPTIMIZATION

    Organizational risks are understood and addressed to minimize impact and optimize opportunities.

    VALUE DELIVERY

    IT investments and initiatives deliver their expected benefits.

    RESOURCE OPTIMIZATION

    Resources (people, finances, time) are appropriately allocated across the organization to optimal organizational benefit.

    PERFORMANCE MEASUREMENT

    The performance of technology investments is monitored and used to determine future courses of action and to confirm achievement of success.

    ‹–EVALUATE–DIRECT–MONITOR–›

    Why is this necessary?

    • Governance is not simply a committee or an activity that you perform at a specific point in time; it is a critical and continuously active practice that drives the success of your organization. It is part of your organization’s DNA and is just as unique, with some attributes common to all (IT governance elements), some specific to your family (industry refinements), and some specific to you (individual organization).
    • Your approach to governance needs to change over time in order to remain relevant and continue to enable value and success, but organizations rarely want to change governance once it’s in place.
    • To meet the speed and flow of practices like Lean, DevOps, and Agile, your IT governance needs to be done differently and become embedded into the way your organization works. You must adjust your governance model based on key moments of change – organizational triggers – to maintain the effectiveness of your model.

    Info-Tech Insight

    Build an optimal model quickly and implement the core elements using an iterative approach to ensure the changes provide the most value.

    The Technology Value Trinity

    Delivery of Business Value & Strategic Needs

    • DIGITAL & TECHNOLOGY STRATEGY
      The identification of objectives and initiatives necessary to achieve business goals.
    • IT OPERATING MODEL
      The model for how IT is organized to deliver on business needs and strategies.
    • INFORMATION & TECHNOLOGY GOVERNANCE
      The governance to ensure the organization and its customers get maximum value from the use of information and technology.

    All three elements of the Technology Value Trinity work in harmony to deliver business value and meet strategic needs. As one changes, the others need to change as well.

    • Digital and IT Strategy tells you what you need to achieve to be successful.
    • IT Operating Model and Organizational Design is the alignment of resources to deliver on your strategy and priorities.
    • Information & Technology Governance is the confirmation that IT’s goals and strategy align with the business’ strategy. It is the mechanism by which you continuously prioritize work to ensure that what you deliver is in line with the strategy. This oversight involves evaluating, directing, and monitoring the delivery of outcomes to ensure that the use of resources results in achieving the organization’s goals.

    Too often strategy, operating model and organizational design, and governance are considered separate practices. As a result, “strategic documents” end up being wish lists, and projects continue to be prioritized based on who shouts the loudest rather than on what is in the best interest of the organization.

    Where information & technology governance fits within an organization

    An infographic illustrating where Governance fits within an organization. The main section is titled 'Enterprise Governance and Strategy' and contains 'Value Outcomes', 'Mission and Vision', 'Goals and Objectives', and 'Guiding Principles'. These all feed into the highlighted 'Information & Technology Governance', which then contributes to 'IT Strategy', which lies outside the main section.

    I&T governance hasn’t achieved its purpose

    Governance is the means by which IT ensures that information and technology delivery and spend is aligned to business goals and delivers business outcomes. However, most CEOs continue to perceive IT as being poorly aligned to the business’ strategic goals, which indicates that governance is not implemented or executed properly.

    For I&T governance to be effective you need a clear understanding of the things that drive your organization and its success. This understanding becomes your guiding star, which is critical for effective governance. It also requires participation by all parts of the organization, not just IT.

    Info-Tech CIO/CEO Alignment Diagnostics (N=124)

    43% of CEOs believe that business goals are going unsupported by IT.

    60% of CEOs believe that improvement is required around IT’s understanding of business goals.

    80% of CIOs/CEOs are misaligned on the target role for IT.

    30% of business stakeholders are supporters (N=32,536) of their IT departments

    Common causes of poor governance

    Key causes of poor or misaligned governance

    1. Governance and its value to your organization is not well understood, often being confused or integrated with more granular management activities.
    2. Business executives fail to understand that IT governance is a function of the business and not the IT department.
    3. Poor past experiences have made “governance” a bad word in the organization. People see it as a constraint and barrier that must be circumvented to get work done.
    4. There is misalignment between accountability and authority throughout the organization, and the wrong people are involved in governance practices.
    5. There is an unwillingness to change a governance approach that has served the organization well in the past, leading to challenges when the organization starts to change practices and speed of delivery.
    6. There is a lack of data and data-related capabilities required to support good decision making and the automation of governance decisions.
    7. The goals and strategy of the organization are not known or understood, leaving nothing for IT governance to orient around.

    Key symptoms of ineffective governance committees

    1. No actions or decisions are generated. The committee produces no value and makes no decisions after it meets. The lack of value output makes the usefulness of the committee questionable.
    2. Resources are overallocated. There is a lack of clear understanding of capacity and value in work to be done, leading to consistent underestimation of required resources and poor resource allocation.
    3. Decisions are changed outside of committee. Decisions made or initiatives approved by the committee are later changed when the proper decision makers are involved or the right information becomes available.
    4. Governance decisions conflict with organizational direction. This shows an obvious lack of alignment and behavioral disconnect that work against organizational success. It is often due to not accounting for where power really exists within the structure.
    5. Consistently poor outcomes are produced from governance direction. Committee members’ lack of business acumen, relevant data, or understanding of organizational goals results in decisions that fail to drive successful measured outcomes.

    Mature your governance by transitioning from ad hoc to automated

    Organizations should look to progress in their governance stages. Ad hoc and controlled governance practices tend to be more rigid, making these a poor fit for organizations requiring higher velocity delivery or using more agile and adaptive practices.

    The goal as you progress through these stages is to delegate governance and empower teams based on your fit and culture, enabling teams where needed to make optimal decisions in real time, ensuring that they are aligned with the best interests of the organization.

    Automate governance for optimal velocity while mitigating risks and driving value.

    This puts your organization in the best position to be adaptive, able to react effectively to volatility and uncertainty.

    A graph illustrating the transition from Ad Hoc to Automated. The y-axis is 'Process Integration' and x-axis is 'Trust & Empowerment'. 'Ad Hoc: Inconsistent Decision Making' lies close to the origin, ranking low on both axes' values. 'Controlled: Authoritarian, Highly Structured' ranks slightly higher on both axes. 'Agile: Distributed & Empowered' ranks 2nd highest on both axes. 'Automated: High Velocity, Embedded & Flexible' ranks highest on both axes.

    Stages of governance

    Adaptive
    Data-Centric


    ˆ


    ˆ


    ˆ


    ˆ


    ˆ
    Traditional
    (People- and Document-Centric)

    4

    Automated Governance
    • Entrenched into organizational processes and product/service design
    • Empowered and fully delegated to maintain fit and drive organizational success and survival

    3

    Agile Governance
    • Flexible enough to support different needs in the organization and respond quickly to change
    • Driven by principles and delegated throughout the company

    2

    Controlled Governance
    • Focused on compliance and hierarchy-based authority
    • Levels of authority defined and often driven by regulatory requirements

    1

    Ad Hoc Governance
    • Not well defined or understood within the organization
    • Occurs out of necessity but often not done by the right people or bodies

    Make Governance Adaptable and Automated to Drive Success and Value

    Governance adaptiveness ensures the success of digital organizations and modern practice implementation.

    THE PROBLEM

    • The wrong people are making decisions.
    • Organizations don't understand what governance is or why it's done.
    • Governance scope and design is a bad fit, damaging the organization.
    • People think governance is optional.

    THE SOLUTION

    ESTABLISH YOUR GUIDING PRINCIPLES

    Define and establish the guiding principle that drive your organization toward success.

    • Mission & Vision
    • Business Goals & Success Criteria
    • Operating Model & Work Practices
    • Governance Scope
    • Principles
    SELECT AND REFINE YOUR MODEL

    Use Info-Tech's IT Governance Models to identify a base model similar to the way you are organized. Confirm your current and future placement in governance execution.

    IDENTIFY MODEL UPDATE TRIGGERS

    Adjust the model based on industry needs, your principles, regulatory requirements, and future direction.

    • Principles
      Select principles that allow the organization to be adaptive while still ensuring the governance continues to stay on course with pursuing its guiding star.
    • Responsibilities
      Decide on the governance responsibilities related to Oversight Level, Strategic Alignment, Value Delivery, Risk Optimization, Resource Optimization, and Performance Management.
    • Structure
      Determine at which structured level governance is appropriate: Enterprise, Strategic, Tactical, or Operational.
    • Processes
      Establish processes that will enable governance to occur such as: Embed the processes required for successful governance.
    • Membership
      Identify the Responsibility & Accountability of those who should be involved in governance processes, policies, guidelines, and responsibilities.
    • Policies
      Confirm any governing policies that need to be adhered to and considered to manage risk.
    DETERMINE AUTOMATION OPTIONS AND DECISION RULES

    Identify where to embed or automate decision making and compliance and what is required to do so effectively.

    STAGES OF GOVERNANCE

      Traditional (People- and document-centric)
    1. AD HOC GOVERNANCE
      Governance that is not well defined or understood within the organization. It occurs out of necessity but often not by the right people or bodies.
    2. CONTROLLED GOVERNANCE
      Governance focused on compliance and hierarchy-based, authority-driven control of decisions. Levels of Authority are defined and often driven by regulatory requirements.
    3. Adaptive (Data Centric)
    4. AGILE GOVERNANCE
      Governance that is flexible to support different needs and quick responses in the organization. Driven by principles and delegated throughout the company.
    5. AUTOMATED GOVERNANCE
      Governance that is entrenched and automated into the organizational processes and product/service design. Empowered and fully delegated governance to maintain fit and drive organizational success and survival.

    KEY INSIGHT

    Governance must actively adapt to changes in your organization, environment, and practices or it will drive you to failure.

    Developing governance principles

    Governance principles support the move from controlled to automated governance by providing guardrails that guide your decisions. They provide the ethical boundaries and cultural perspectives that contextualize your decisions and keep you in line with organizational values. Determining principles are global in nature.

    CONTROLLED CHANGE ACTIONS AND RATIONALE AUTOMATED
    Disentangle governance and management Move from governance focused on evaluating, directing, and monitoring strategic decisions around information and technology toward defining and automating rules and principles for decision making into processes and practices, empowering the organization and driving adaptiveness. Delegate and empower
    Govern toward value Move from identifying the organization’s mission, goals, and key drivers toward orienting IT to align with those value outcomes and embedding value outcomes into design and delivery practices. Deliver to defined outcomes
    Make risk-informed decisions Move from governance bodies using risk information to manually make informed decisions based on their defined risk tolerance toward having risk information and attestation baked into decision making across all aspects and layers of the IT organization – from design to sustainment. Embed risk decision making into processes and practices
    Measure to drive improvement Move from static lagging metrics that validate that the work being done is meeting the organization’s needs and guide future decision making toward automated governance with more transparency driven by data-based decision making and real-time data insights. Trust through real-time reporting
    Enforce standards and behavior Move from enforcing standards and behavior and managing exceptions to ensure that there are consistent outcomes and quality toward automating standards and behavioral policies and embedding adherence and changes in behavior into the organization’s natural way of working. Automate standards through automated decision rules, verification, and validation

    Find your guiding star

    MISSION AND VISION –› GOALS AND OBJECTIVES –› GUIDING PRINCIPLES –›

    VALUE

    Why your organization exists and what value it aims to provide. The purpose you build a strategy to achieve. What your organization needs be successful at to fulfill its mission. Key propositions and guardrails that define and guide expected organizational behavior and beliefs.

    Your mission and vision define your goals and objectives. These are reinforced by your guiding principles, including ethical considerations, your culture, and expected behaviors. They provide the boundaries and guardrails for enabling adaptive governance, ensuring you continue to move in the right direction for organizational success.

    To paraphrase Lewis Carroll, “If you don't know where you want to get to, it doesn't much matter which way you go.” Once you know what matters, where value resides, and which considerations are necessary to make decisions, you have consistent directional alignment that allows you to delegate empowered governance throughout the organization, taking you to the places you want to go.

    Understand governance versus management

    Don’t blur the lines between governance and management; each has a unique role to play. Confusing them results in wasted time and confusion around ownership.

    Governance

    I&T governance defines WHAT should be done and sets direction through prioritization and decision making, monitoring overall IT performance.

    Governance aligns with the mission and vision of the organization to guide IT.

    A cycle of processes split into two halves, 'Governance Processes' and 'Management Processes'. Beginning on the Management side, the processes are 'Plan', 'Build', 'Run', 'Monitor', then to the Governance side, 'Evaluate', 'Direct', 'Monitor', and back to the beginning.

    Management

    Management focuses on HOW to do things to achieve the WHAT. It is responsible for executing on, operating, and monitoring activities as determined by I&T governance.

    Management makes decisions for implementation based on governance direction.

    Data is critical to automating governance

    Documents and subjective/non-transparent decisions do not create sufficient structure to allow for the true automation of governance. Data related to decisions and aggregated risk allow you to define decision logic and rules and algorithmically embed them into your organization.

    People- and Document-Centric

    Governance drives activities through specific actors (individuals/committees) and unstructured data in processes and documents that are manually executed, assessed, and revised. There are often constraints caused by gaps or lack of adequate and integrated information in support of good decisions.

    Data-Centric

    Governance actors provide principles, parameters, and decision logic that enable the creation of code, rulesets, and algorithms that leverage organizational data. Attestation is automatic – validated and managed within the process, product, or service.

    Info-Tech’s Approach

    Define your context and build your model

    ESTABLISH YOUR GUIDING PRINCIPLES

    Define and establish the guiding principle that drive your organization toward success.

    • Mission & Vision
    • Business Goals & Success Criteria
    • Operating Model & Work Practices
    • Governance Scope
    • Principles
    SELECT AND REFINE YOUR MODEL

    Use Info-Tech's IT Governance Models to identify a base model similar to the way you are organized. Confirm your current and future placement in governance execution.

    MODEL UPDATE TRIGGERS

    Adjust the model based on industry needs, your principles, regulatory requirements, and future direction.

    • Principles
      Select principles that allow the organization to be adaptive while still ensuring the governance continues to stay on course with pursuing its guiding star.
    • Responsibilities
      Decide on the governance responsibilities related to Oversight Level, Strategic Alignment, Value Delivery, Risk Optimization, Resource Optimization, and Performance Management.
    • Structure
      Determine at which structured level governance is appropriate: Enterprise, Strategic, Tactical, or Operational.
    • Processes
      Establish processes that will enable governance to occur such as: Embed the processes required for successful governance.
    • Membership
      Identify the Responsibility & Accountability of those who should be involved in governance processes, policies, guidelines, and responsibilities.
    • Policies
      Confirm any governing policies that need to be adhered to and considered to manage risk.
    AUTOMATION OPTIONS AND DECISION RULES

    Identify where to embed or automate decision making and compliance and what is required to do so effectively.

    The Info-Tech Difference

    Define your context and build your model

    1. Quickly identify the organizational needs driving governance and your guiding star.
    2. Select and refine a base governance model based on our templates.
    3. Define and document the key changes in your organization that will trigger a need to update or revise your governance.
    4. Determine where you might be able to automate aspects of your governance.
    5. Design your decision rules where appropriate to support automated and adaptive governance.

    How to use this research

    Where are you in your governance optimization journey?

    MY GOVERNANCE IS AD HOC AND WE’RE STARTING FROM SCRATCH I NEED TO BUILD A NEW GOVERNANCE STRUCTURE OUR GOVERNANCE APPROACH IS INEFFECTIVE AND NEEDS IMPROVEMENT I NEED TO LOOK AT OPTIONS FOR AUTOMATING GOVERNANCE PRACTICES
    Step 1.1: Define Your Governance Context Step 1.2: Structure Your IT Governance Phase 2: Select and Refine Your Model Phase 3: Embed and Automate

    IT governance is about ensuring that the investment decisions made around information and technology drive the optimal organizational value, not about governing the IT department.

    In this section we will clarify your organizational context for governance and define your guiding star to orient your governance design and inform your structure.

    There is no need to start from scratch! Start with Info-Tech’s best-practice IT governance models and customize them based on your organizational context.

    The research in this section will help you to select the right base model to work from and provide guidance on how to refine it.

    Governance practices eventually stop being a good fit for a changing organization, and things that worked before become bottlenecks.

    Governing roles and committees don’t adjust well, don’t have consistent practices, and lack the right information to make good decisions.

    The research in this section will help you improve and realign your governance practices.

    Once your governance is controlled and optimized you are ready to investigate opportunities to automate.

    This phase of the blueprint will help you determine where it’s feasible to automate and embed governance, understand key governance automation practices, and develop governing business rules to move your journey forward.

    Related Research:

    If you are looking for details on specific associated practices, please see our related research:

    1. I need to establish data governance.
    2. I need to manage my project portfolio, from intake to confirmation of value.
    3. I need better risk information to support decision making.
    4. I need to ensure I am getting the expected outcomes and benefits from IT spend.
    5. I need to prioritize my product backlog or service portfolio.

    Info-Tech’s methodology for building and embedding adaptive governance

    1. Identify Your Governance Needs 2. Select and Refine Your Governance Model 3. Embed and Automate
    Phase Steps
    1. Confirm Mission, Vision, and Goals
    2. Define Scope and Principles
    3. Adjust for Culture and Finalize Context
    1. Select and Refine Your Governance Model
    2. Identify and Document Your Governance Triggers
    3. Build Your Implementation Plan
    1. Identify Decisions to Embed and Automate
    2. Plan Validation and Verification
    3. Update Implementation Plan
    Phase Outcomes
    • Governance context, guiding star, and principles
    • Completed governance model with associated decisions and policies
    • Implementation plan
    • List of automation options
    • Decision logic, rules, and rulesets
    • Validation and verification approach
    • Finalized implementation plan

    Insight summary

    Value

    To remain valuable, I&T governance must actively adapt to changes in your organization, environment, and practices, or it will drive you to failure instead of success.

    Focus

    I&T governance does not focus on the IT department. Rather, its intent is to ensure your organization makes sound decisions around investment in and use of information and technology.

    Maturity

    Your governance approach progresses in stages from ad hoc to automated as your organization matures. Your stage depends on your organizational needs and ways of working.

    Good governance

    Good governance does not equate to control and does not stifle innovation.

    Automation

    Automating governance must be done in stages, based on your capabilities, level of maturity, and amount of usable data.

    Strategy

    Establish the least amount of governance required to allow you to achieve your goals.

    Guiding star

    If you don’t establish a guiding star to align the different stakeholders in your organization, governance practices will create conflict and confusion.

    Blueprint deliverables

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

    Key Deliverable:
    Governance Framework Model

    The governance framework model provides the design of your new governance model and the organizational context to retain stakeholder alignment and organizational satisfaction with governance.

    The model includes the structures, practices, and responsibilities to drive effective governance in your organization.

    Sample of the key blueprint deliverable 'Governance Framework Model'.

    Governance Implementation Plan

    This roadmap lays out the changes required to implement the governance model, the cultural items that need to be addressed, and anticipated timing.

    Sample of the blueprint deliverable 'Governance Implementation Plan'.

    Governance Committee Charters

    Develop a detail governance charter or term of reference for each governing body. Outline the mandate, responsibilities, membership, process, and associated policies for each.

    Sample of the blueprint deliverable 'Governance Committee Charters'.

    Blueprint benefits

    IT Benefits

    • Stronger, traceable alignment of IT decisions and initiatives to business needs.
    • Improved ability for IT to meet the changing demands and velocity of the business.
    • Better support and enablement of innovation – removing constraints and barriers.
    • Optimized governance that supports and enables modern work practices.
    • Increased value generation from IT initiatives and optimal use of IT resources.
    • Designed adaptability to ensure you remain in alignment as your business and IT environments change.

    Business Benefits

    • Clear transparent focus of IT initiatives on generating strategic business value.
    • Improved ability to measure the value and contribution of IT to business goals.
    • Alignment and integration of business/IT strategy.
    • Optimized development and use of IT capabilities to meet business needs.
    • Improved integration with corporate/enterprise governance.

    Executive Brief Case Study

    INDUSTRY Manufacturing
    SOURCE Info-Tech analyst experience

    Improving the governance approach and delegating decision making to support a change in business operation

    Challenge

    The large, multi-national organization has locations across the world but has two primary headquarters, in Europe and the United States.

    Market shifts drove an organizational shift in strategy, leading to a change in operating models, a product focus, and new work approaches across the organization.

    Much of the implementation and execution was done in isolation, and effectiveness was slowed by poor integration and conflicting activities that worked against each other.

    The product owner role was not well defined.

    Solution

    After reviewing the organization’s challenges and governance approach, we redefined and realigned its organizational and regional goals and identified outcomes that needed to be driven into their strategies.

    We also reviewed their span of control and integration requirements and properly defined decisions that could be made regionally versus globally, so that decisions could be made to support new work practices.

    We defined the product and service owner roles and the decisions each needed to make.

    Results

    We saw an improvement in the alignment of organizational activities and the right people and bodies making decisions.

    Work and practices were aimed at the same key outcomes and alignment between teams toward organizational goal improved.

    Within one year, the success rate of the organization’s initiatives increased by 22%, and the percentage of product-related decisions made by product owners increased by 50%.

    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 between 5 and 8 calls over the course of 2 to 3 months.

    What does a typical GI on this topic look like?

      Phase 1: Identify Your Governance Needs

    • Call #1: Confirm your organization’s mission and vision and review your strategy and goals.
    • Call #2: Identify considerations and governance needs. Develop your guiding star and governing principles.
    • Phase 2: Select and Refine Your Model

    • Call #3: Select your base model and optimize it to meet your governance needs.
    • Call #4: Define your adjustment triggers and develop your implementation plan.
    • Phase 3: Embed and Automate

    • Call #5: Identify decisions and standards you can automate and where to embed them.
    • Call #6: Confirm levels of authority and data requirements. Establish your approach and update the implementation plan.

    Workshop Overview

    Contact your account representative for more information.
    workshops@infotech.com1-888-670-8889

    Session 1 Session 2 Session 3 Session 4 Session 5
    Activities
    Develop Your Guiding Star

    1.1 Confirm mission, vision, and goals

    1.2 Define scope and principles

    1.3 Adjust for culture and finalize context

    Define the Governance Model

    2.1 Select and refine governance model

    2.2 Confirm and adjust the structure

    2.3 Review and adapt governance responsibilities and activities

    2.4 Validate governance mandates and membership

    Build Governance Process and Policy

    3.1 Update your governance process

    3.2 Align policies to mandate

    3.3 Adjust and confirm your governance model

    3.4 Identify and document your update triggers

    3.5 Embed triggers into review cycle

    Embed and Automate Governance

    4.1 Identify decisions and standards to automate

    4.2 Plan verification and validation approach

    4.3 Build implementation plan

    4.4 Develop communication strategy and messaging

    Next Steps and Wrap-Up

    5.1 Complete in-progress outputs from previous four sessions

    5.2 Set up review time for workshop outputs and to discuss next steps

    Outcomes
    1. Governance context and goals
    2. Governance principles
    1. IT governance model and adjustment triggers
    2. IT governance structure, responsibilities, membership, and cadence
    3. Governance committee charters
    1. IT governance process and information flow
    2. IT governance policies
    3. Finalized governance model
    1. Selected automation options, decision logic, and business rules
    2. Implementation and communication plan
    1. Governance context and principles
    2. Finalized governance model and charters
    3. Finalized implementation plan

    Make Your IT Governance Adaptable

    Phase 1

    Identify your Governance Needs

    Phase 1

    • 1.1 Define Your Guiding Star
    • 1.2 Define Scope and Principles
    • 1.3 Adjust for Culture and Finalize Context

    Phase 2

    • 2.1 Choose and Adapt Your Model
    • 2.2. Identify and Document Your Governance Triggers
    • 2.3 Build Your Implementation Approach

    Phase 3

    • 3.1 Identify Decisions to Embed and Automate
    • 3.2 Plan Validation and Verification
    • 3.3 Update Implementation Plan

    This phase will walk you through the following activities:

    Identify the organization’s goals, mission, and vision that will guide governance.

    Define the scope of your governance model and the principles that will guide how it works.

    Account for organizational attitudes, behaviors, and culture related to governance and finalize your context.

    This phase involves the following participants:

    • Senior IT leadership
    • Governance leads

    Step 1.1

    Define Your Guiding Star

    Activities
    • 1.1.1 Document and interpret your strategy, mission, and vision
    • 1.1.2 Document and interpret the business and IT goals and outcomes
    • 1.1.3 Identify your operating model and work processes

    This step will walk you through the following activities:

    Review your business and IT strategy, mission, and vision to ensure understanding of organizational direction.

    Identify the business and IT goals that governance needs to align.

    Confirm your operating model and any work practices that need to be accounted for in your model.

    This step involves the following participants:

    • Senior IT leadership
    • Governance leads

    Outcomes of this step

    Identified guiding star outcomes to align governance outcomes with

    Defined operating model type and work style that impact governance design

    Identify Your Governance Needs

    Step 1.1 – Define your Guiding Star Step 1.2 – Define Scope and Principles Step 1.3 – Adjust for Culture and Finalize Context

    Govern by intent

    Find the balance for your designed governance approach

    Organic governance occurs during the formation of an organization and shifts with challenges, but it is rarely transparent and understood. It changes your culture in uncontrolled ways. Intentional governance is triggered by changes in organizational needs, working approaches, goals, and structures. It is deliberate and changes your culture to enable success.
    Stock photo of a weight scale.

    Info-Tech Insight

    Your approach to governance needs to be designed, even if your execution of governance is adaptable and delegated.

    What is your guiding star?

    Your guiding star is a combination of your organization’s mission, vision, and strategy and the goals that have been defined to meet them.

    It provides you with a consistent focal point around which I&T-related activities and projects orbit, like planets around a star.

    It generates the gravity that governance uses to keep things from straying too far away from the goal of achieving relevant value.

    1. Mission & Vision
    2. Business Goals & Success Criteria
    3. Operating Model & Work Practices
    4. Governance Scope
    5. Principles

    1.1.1 Document and interpret your strategy, mission, and vision

    30 minutes

    Input: Business strategy, IT strategy, Mission and vision statements

    Output: Updated Governance Workbook, Documented strategic outcomes and organizational aims that governance needs to achieve

    Materials: Whiteboard/flip charts, Governance Workbook

    Participants: IT senior leadership

    1. Gather your available business, digital, and IT strategy, mission, and vision information and document everything in your Governance Workbook. It’s ok if you don’t have all of it.
    2. Review and your mission and vision as a group. Discuss and document key points, including:
      • Which activities do you perform as an organization that embody your vision?
      • What key decisions and behaviors are required to ensure that your mission and vision are achievable?
      • What do you require from leadership to enable you to govern effectively?
      • What are the implications of the mission and vision on how the organization needs to work? What are the implications on decisions around opportunities and risks?

    Download the Governance Workbook

    1.1.2 Document and interpret the business and IT goals and outcomes

    60 minutes

    Input: Business strategy, Business and IT goals and related initiatives

    Output: Required success outcomes for goals, Links between IT and business goals that governance needs to align

    Materials: Whiteboard/flip charts

    Participants: IT senior leadership

    1. Document the business and IT goals that have been created to achieve the mission and vision.
    2. Discuss if there are any gaps between the goals and the mission and vision. Ask yourself – if we accomplish these goals will we have successfully achieved the mission?
    3. For each goal, define what successful achievement of the goal looks like. Starting with one goal or objective, ask:
      • How would I know I am on the right path and how will I know I have gotten there?
      • How would I know if I am not on the right path and what does a bad result look like?
    4. Document your success criteria.
    5. Brainstorm some examples of decisions that support or constrain the achievement of your goals.
    6. Repeat this exercise for your remaining goals.
    7. As a group, map IT goals to business goals.

    What is your operating model and why is it important?

    An IT operating model is a visual representation of the way your IT organization needs to be designed and the capabilities it requires to deliver on the business mission, strategic objectives, and technological ambitions.

    The model is critical in the optimization and alignment of the IT organization’s structure in order to deliver the capabilities required to achieve business goals. It is a key determinant of how governance needs to be designed and where it is implemented.

    Little visualizations of different operating models: 'Centralized', 'Decentralized', and 'Hybrid'.

    1.1.3 Identify your operating model and work practices

    60 minutes

    Input: Organizational structure, Operating model (if available)

    Output: Confirmed operating approach, Defined work practices

    Materials: Whiteboard/flip charts

    Participants: IT senior leadership

    1. Identify the way your organization functions:
      • How do we currently operate? Are we centralized, decentralized or a hybrid? Are we focused on delivering products and services? Do we provide service ourselves or do we use vendors for delivery?
      • Can we achieve our mission, goals, and strategies, if we continue to operate this way? What would we have to change in how we operate to be successful in the future?
    2. Identify your governance needs. Do we need to be more structured or more flexible to support our future ways of working?
      • If you operate in a more traditional way, consider whether you are implementing or moving toward more modern practices (e.g. Agile, DevOps, enterprise service management). Do you need to make more frequent but lower-risk decisions?
      • Is your organization ready to delegate governance culturally and in terms of business understanding? Is there enough available information to support adaptive decisions and actions?
    3. Document your operating style, expected changes in work style, and cultural readiness. You will need to consider the implications on design.

    Step 1.2

    Define Scope and Principles

    Activities
    • 1.2.1 Determine the proper scope for your governance
    • 1.2.2 Confirm your determining governing principles
    • 1.2.3 Develop your specific governing principles

    This step will walk you through the following activities:

    Identify what is included and excluded within the scope of your governance.

    Develop the determining and specific principles that provide guardrails for governance activities and decisions.

    This step involves the following participants:

    • Senior IT leadership
    • Governance leads

    Outcomes of this step

    Documented governance scope and principles to apply

    Identify Your Governance Needs

    Step 1.1 – Define your Guiding Star Step 1.2 – Define Scope and Principles Step 1.3 – Adjust for Culture and Finalize Context

    Define the context for governance

    Based on the goals and principles you defined and the operating model you selected, confirm where oversight will be necessary and at what level. Focus on the necessity to expedite and clear barriers to the achievement of goals and on the ownership of risks and compliance. Some key considerations:

    • Where in the organization will you need to decide on work that needs to be done?
    • What type of work will you need to do?
    • In what areas could there be conflicts in prioritization/resource allocation to address?
    • Who is accountable for risks to the organization and its objectives?
    • Where are your regional or business-unit-specific concerns that require focused local attention?
    • Are we using more agile, rapid delivery methods to produce work?

    Understand your governance scope

    Your governance scope helps you define the boundaries of what your governance model and practices will cover. This includes key characteristics of your organization that impact what governance needs to address.

    Sample Considerations

    • Organizational Span
      • The geographical area the organization operates within. Regional laws and requirements will affect governance delegation and standards/policy development.
    • Level of Regulation
      • Higher levels of regulation create more standards and controls for risk and compliance, impacting how authority can be delegated or automated.
    • Sourcing Model
      • Changing technology sourcing introduces additional vendor governance requirements and may impact compliance and audit.
    • Risk Posture
      • The appetite for risk organizationally, and in pockets, impacts the level of uncertainty you are willing to work within and impact decision-making authority positioning.
    • Size
      • The size of your organization impacts the approach to governance, practice implementation, and delegation of authority.
    • What Is Working Today?
      • Which elements of your current governance approach should be retained, and what are the biggest pain points that need to be addressed?
    (Source: COBIT 2019)

    1.2.1 Determine the proper scope for your governance

    60 minutes

    Input: Context information from Activity 1.1, Scoping areas

    Output: Defined scope and span of control

    Materials: Whiteboard/flip charts

    Participants: IT senior leadership

    1. Determine the scope/span of control required for your governance by:
      • Reviewing your key IT capabilities. Identify the ones where the responsibilities and decisions require oversight to ensure they meet the needs of the organization.
      • Identify what works well or poorly in your current governance approach.
      • Discuss and document the level and type of knowledge and business understanding required.
      • Identify and document any regulations, standards, or laws that apply to your organization/industry and how broadly they have to be applied.
      • Identify the organization’s risk appetite, where known, and areas where acceptable thresholds of risk have been defined. Where are key risk and opportunity decisions made? Who owns risk in your organization?
      • Identify and document the perceived role of the IT group in your organization (e.g. support, innovator, partner) and sourcing model (e.g. insource, outsource).
      • Is there sufficient information and data available in your organization to support effective decision making?

    How should your governance be structured?

    Organizations often have too many governance bodies, creating friction without value. Where that isn’t the case, the bodies are often inefficient, with gaps or overlaps in accountability and authority. Structure your governance to optimize its effectiveness, designing with the intent to have the fewest number of governing bodies to be effective, but no less than is necessary.

    Start with your operating model.

    • Understand what’s different about your governance based on whether your organization in centralized, distributed, or a different model (e.g. hybrid, product).
    • Identify and include governance structures that are mandatory due to regulation or industry.
    • Based on your context, identify how many of your governance activities should be performed together.

    Determine whether your governance should be controlled or adaptive.

    • Do you have the capability to distribute governance and is your organization empowered enough culturally?
    • Do you have sufficient standards and data to leverage? Do you have the tools and capabilities?
    • Identify governance structures that are required due to regulation or industry.

    Info-Tech Insight

    Your approach to governance needs to be designed and structured, even if your execution of governance is adaptable and delegated.

    Identify and Refine your Principles

    Confirm your defining principles based on your selection of controlled or adaptive governance. Create specific principles to clarify boundaries or provide specific guidance for teams within the organization.

    Controlled Adaptive
    Disentangle governance and management Delegate and empower
    Govern toward value Deliver to defined outcomes
    Make risk-informed decisions Embed risk into decision making
    Measure to drive improvement Trust though real-time reporting
    Enforce standards and behavior Automate decision making though established standards

    Determining Principle: Delegate and empower.

    Specific Principle: Decisions should be made at the lowest reasonable level of the organization with clarity.

    Rationale: To govern effectively with the velocity required to address business needs, governance needs to be executed deeper into the organization and organizational goals need to be clearly understood everywhere.

    Implication: Decision making needs to be delegated throughout the organization, so information and data requirements need to be identified, decision-making approach and principles need to be shared, and authority needs to be delegated clearly.

    1.2.2 Confirm your determining governance principles

    30-45 minutes

    Input: Governance Framework Model– Governance Principles

    Output: Governance workbook - Finalized list of determining principles

    Materials: Whiteboard/flip charts, Governance Workbook

    Participants: IT senior leadership

    1. Review the IT governance principles in your Governance Workbook.
    2. Within your IT senior leadership team (or IT governance working group) assign one or two principles to teams of two to three participants. Have each team identify what this would mean for your organization. Answering the questions:
      • In what ways do our current governance practices support this?
      • What are some examples of changes that would need to be made to make this a reality?
      • How would applying this principle improve your governance?
    3. Have each team present their results and compile the findings and implications in the Governance Workbook to use for future communication of the change.

    Specific governing principles

    Specific governing principles are refined principles derived from a determining principle, when additional specificity and detail is necessary. It allows you to define an approach for specific behaviors and activities. Multiple specific principles may underpin the determining one.

    A visualization of a staircase with stairs labelled, bottom to top, 'Determining Principle', 'Rationale', 'Implications', 'Specific Principles'.

    Specific Principles – Related principles that may be required to ensure the implications of the determining principal are addressed within the organization. They may be specific to individual areas and may be addressed in policies.

    Implications – The implications of this principle on the organization, specific to how and where governance is executed and the level of information and authority that would be necessary.

    Rationale – The reason(s) driving the determining principle.

    Determining Principle – A core overarching principle – a defining aspect of your governance model.

    1.2.3 Develop your specific governing principles

    30 minutes

    Input: Updated determining principles

    Output: List of specific principles linked to determining principles

    Materials: Whiteboard/flip charts, Governance Workbook

    Participants: IT senior leadership

    1. Confirm the determining principles for your governance model based on your previous discussions.
    2. Identify where to apply the principles. This is based on:
      1. Your governance scope (how much is within your span of control)
      2. The amount of data you have available
      3. Your cultural readiness for delegation
    3. Create specific principles to support the determining principles:
      1. Document the rationale driving the determining principles.
      2. Identify the implications.
      3. Create specific principles that will support the success in achieving the goals of each determining principle.
    4. Document all information on the “Governance guiding star” slide in the Governance Workbook.

    Download the Governance Workbook

    Step 1.3

    Adjust for Culture and Finalize Context

    Activities
    • 1.3.1 Identify and address the impact of attitude, behavior, and culture
    • 1.3.2 Finalize your context

    This step will walk you through the following activities:

    Identify your organizational attitude, behavior, and culture related to governance.

    Identify positives that can be leveraged and develop means to address negatives.

    Finalize the context that your model will leverage and align to.

    This step involves the following participants:

    • Senior IT leadership
    • Governance leads

    Outcomes of this step

    Downloaded tool ready to select the base governance model for your organization

    Identify Your Governance Needs

    Step 1.1 – Define your Guiding Star Step 1.2 – Define Scope and Principles Step 1.3 – Adjust for Culture and Finalize Context

    Understanding attitude, behavior, and culture

    A

    ttitude

    What people think and feel. It can be seen in their demeanor and how they react to change initiatives, colleagues, and users. This manifests in the belief that governance is a constraint that needs to be avoided or ignored – often with unintended consequences.

    A stock photo of a lightbulb over a person's head and a blackboard behind them reading 'New Mindset - data-verified= New Results'.">

    Any form of organizational change involves adjusting people’s attitudes to create buy-in and commitment.

    You need to identify and address attitudes that can lead to negative behaviors and actions or that are counter-productive.

    Understanding attitude, behavior, and culture

    B

    ehavior

    What people do. This is influenced by attitude and the culture of the organization. In governance, this manifests as people’s willingness to be governed, who pushes back, and who tries to bypass it.

    A stock photo of someone walking up a set of stairs into the distant sunlight.

    To implement change within IT, especially at a tactical and strategic level, organizational behavior needs to change.

    This is relevant because people gravitate toward stability and will resist change in an active or passive way unless you can sell the need, value, and benefit of changing their behavior and way of working.

    Understanding attitude, behavior, and culture

    C

    ulture

    The accepted and understood ways of working in an organization. The values and standards that people find normal and what would be tacitly identified to new resources. In governance terms, this is how decisions are really made and where responsibility really exists rather than what is identified formally.

    A stock photo of a compass pointing to 'VALUES'.

    The impact of the organizational or corporate “attitude” on employee behavior and attitude is often not fully understood.

    Culture is an invisible element, which makes it difficult to identify, but it has a strong impact and must be addressed to successfully embed governance models. In the case of automating governance, cultural readiness for automation is a critical success factor.

    1.3.1 Identify and address the impact of attitude, behavior, and culture

    45 minutes

    Input: Senior leadership knowledge

    Output: Updated Governance Workbook

    Materials: Governance Workbook

    Participants: IT senior leadership

    1. Break into three groups. Each group will discuss and document the positive and negative aspects of one of attitude, behavior, or culture related to governance in your organization.
    2. Each group will present and explain their list to the group.
    3. Add any additional suggestions in each area that are identified by the other groups.
    4. Identify the positive elements of attitude, behavior, and culture that would help with changing or implementing your updated governance model.
    5. Identify any challenges that will need to be addressed for the change to be successful.
    6. As a group, brainstorm some mitigations or solutions to these challenges. Document them in the Governance Workbook to be incorporated into the implementation plan.

    Download the Governance Workbook

    Attitude, behavior, and culture

    Evaluate the organization across the three contexts. The positive items represent opportunities for leveraging these characteristics with the implementation of the governance model, while the negative items must be considered and/or mitigated.

    Attitude Behavior Culture
    Positive
    Negative
    Mitigation

    1.3.2 Finalize your governance context

    30 minutes

    Input: Documented governance principles and scope from previous exercises

    Output: Finalized governance context in the Governance Workbook

    Materials: Whiteboard/flip charts, Governance Workbook

    Participants: IT senior leadership

    1. Use the information that has been gathered throughout this section to update and finalize your IT governance context.
    2. Document it in your Governance Workbook.

    Download the Governance Workbook

    Make Your IT Governance Adaptable

    Phase 2

    Select and Refine Your Governance Model

    Phase 1

    • 1.1 Define Your Guiding Star
    • 1.2 Define Scope and Principles
    • 1.3 Adjust for Culture and Finalize Context

    Phase 2

    • 2.1 Choose and Adapt Your Model
    • 2.2. Identify and Document Your Governance Triggers
    • 2.3 Build Your Implementation Approach

    Phase 3

    • 3.1 Identify Decisions to Embed and Automate
    • 3.2 Plan Validation and Verification
    • 3.3 Update Implementation Plan

    This phase will walk you through the following activities:

    Select a base governance model and refine it to suit your organization.

    Identify scenarios and changes that will trigger updates to your governance model.

    Build your implementation plan.

    This phase involves the following participants:

    • Senior IT leadership
    • Governance resources

    Step 2.1

    Choose and Adapt Your Model

    Activities
    • 2.1.1 Choose your base governance model
    • 2.1.2 Confirm and adjust the structure of your model
    • 2.1.3 Define the governance responsibilities
    • 2.1.4 Validate the governance mandates and membership
    • 2.1.5 Update your committee processes
    • 2.1.6 Adjust your associated policies
    • 2.1.7 Adjust and confirm your governance model

    This step will walk you through the following activities:

    Review and selecting your base governance model.

    Adjust the structure, responsibilities, policies, mandate, and membership to best support your organization.

    This step involves the following participants:

    • Senior IT leadership
    • Governance leads

    Outcomes of this step

    Downloaded tool ready to select the base governance model for your organization

    Select and Refine Your Governance Model

    Step 2.1 – Choose and Adapt Your Model Step 2.2 – Identify and Document Your Governance Triggers Step 2.3 – Build Implementation Approach

    Your governance framework has six key components

    GOVERNANCE FRAMEWORK

    • GUIDELINES
      The key behavioral factors that ground your governance framework
    • MEMBERSHIP
      Formalization of who has authority and accountability to make specific governance decisions
    • RESPONSIBILITIES
      The definition of which decisions and outcomes your governance structure and each governance body is accountable for
    • STRUCTURE
      Which governance bodies and roles are in place to articulate where decisions are made in the organization
    • PROCESS
      Identification of the how your governance will be executed, how decisions are made, and the inputs, outputs, and connections to related processes
    • POLICY
      Set of principles established to address risk and drive expected and required behavior

    4 layers of governance bodies

    There are traditionally 4 layers of governance in an enterprise, and organizations have governing bodies or individuals at each level

    RESPONSIBILITIES AND TYPICAL MEMBERSHIP
    ENTERPRISE Defines organizational goals. Directs or regulates the performance and behavior of the enterprise, ensuring it has the structure and capabilities to achieve its goals.

    Membership: Business executives, Board

    STRATEGIC Ensures IT initiatives, products, and services are aligned to organizational goals and strategy and provide expected value. Ensure adherence to key principles.

    Membership: Business executives, CIO, CDO

    TACTICAL Ensures key activities and planning are in place to execute strategic initiatives.

    Membership: Authorized division leadership, related IT leadership

    OPERATIONAL Ensures effective execution of day-to-day functions and practices to meet their key objectives.

    Membership: Service/product owners, process owners, architecture leadership, directors, managers

    2.1.1 Choose your base governance model

    30 minutes

    Input: Governance models templates

    Output: Selected governance model

    Materials: Whiteboard/flip charts

    Participants: IT senior leadership

    1. Download Info-Tech’s base governance models (Controlled Governance Models Template and IT Governance Program Overview) and review them to find a template that most closely matches your context from Phase 1. You can start with a centralized, decentralized, or product/service hybrid IT organization. Remove unneeded models.
    2. If you do not have documented governance today, start with a controlled model as your foundation. Continue working through this phase if you have a documented governance framework you wish to optimize using our best practices or move to Phase 3 if you are looking to automate or embed your governance activities.

    Controlled Governance Models Template

    Adaptive Governance Models Template

    2.1.2 Confirm and adjust the structure of your model

    30-45 minutes

    Input: Selected base governance model, Governance context/scope

    Output: Updated governance bodies and relationships

    Materials: Whiteboard/flip charts

    Participants: IT senior leadership

    1. Validate your selected governance body structural model.
      • Are there any governing bodies you must maintain that should replace the ones listed? In part or in full?
      • Are there any missing bodies? Look at alternative committees for examples.
      • Document the adjustments.
    2. Are there any governing bodies that are not required?
      • Based on your size and needs, can they be done within one committee?
      • Is the capability or data not in place to perform the work?
      • Document the required changes.

    There are five key areas of governance responsibility

    A cyclical visualization of the five keys areas of governance responsibility, 'Strategic Alignment', 'Value Delivery', 'Risk Management', 'Resource Management', and 'Performance Measurement'.

    STRATEGIC ALIGNMENT
    Ensures that technology investments and portfolios are aligned with the organization’s needs.

    VALUE DELIVERY
    Reviews the outcomes of technology investments and portfolios to ensure benefits realization.

    RISK MANAGEMENT
    Defines and owns the risk thresholds and register to ensure that decisions made are in line with the posture of the organization.

    RESOURCE MANAGEMENT
    Ensures that people, financial knowledge, and technology resources are appropriately allocated across the organization.

    PERFORMANCE MEASUREMENT
    Monitors and directs the performance or technology investments to determine corrective actions and understand successes.

    2.1.3 Define the governance responsibilities

    Ensure you have the right responsibilities in the right place

    45-60 minutes

    Input: Selected governance base model, Governance context

    Output: Updated responsibilities and activities, Updated activities for selected governance bodies, New or removed governing bodies

    Materials: Whiteboard/flip charts

    Participants: IT senior leadership

    1. Based on your context and model, review the responsibilities identified for each committee and confirm that they align with the mandate and the stated outcome.
    2. Identify and highlight any responsibilities and activities that would not be involved in informing and enabling the mandate of the committee.
    3. Adjust the wording of confirmed responsibilities and activities to reflect your organizational language.
    4. Review each highlighted “bad fit” activity and move it to a committee whose mandate it would support or remove it if it’s not performed in your organization.
    5. If an additional committee is required, define the mandate and scope, then include any additional responsibilities that might have been a bad fit elsewhere

    2.1.4 Validate the governance mandates and membership

    30 minutes

    Input: Selected governance base model, Updated structure and responsibilities

    Output: Adjusted mandates and refined committee membership

    Materials: Whiteboard/flip charts

    Participants: IT senior leadership

    1. Review the mandate and membership slides in your selected governance model.
    2. Adjust the mandate to ensure that it aligns to and conveys:
      1. The outcome that the committee is meant to generate for the organization.
      2. Its scope/span of control.
    3. Discuss the type of information members would require for the committee to be successful in achieving its mandate.
    4. Document the member knowledge requirement in the mandate slide of the model template.

    Determine the right membership for your governance

    One of the biggest benefits of governance committees is the perspective provided by people from various parts of the organization, which helps to ensure technology investments are aligned with strategic goals. However, having too many people – or the wrong people – involved prevents the committee from being effective. Avoid this by following these principles.

    Three principles for selecting committee membership

    1. Determine membership based on responsibilities and required knowledge.
      Organizations often make the mistake of creating committees and selecting members before defining what they will do. This results in poor governance because members don’t have the knowledge required to make decisions. Define the mandate of the committee to determine which members are the right fit.
    2. Ensure members are accountable and authorized to make the decisions.
      Effective governance requires the members to have the authority and accountability to make decisions. This ensures meetings achieve their outcome and produce value, which improves the committee’s chances of survival.
    3. Select leaders who see the big picture.
      Often committee decisions and responsibilities become tangled in the web of organizational politics. Include people, often C-level, whose attendance is critical and who have the requisite knowledge, mindset, and understanding to put business needs ahead of their own.

    2.1.5 Update your committee processes

    20 minutes

    Input: Selected governance base model, Updated structure and responsibilities

    Output: Updated committee processes

    Materials: Whiteboard/flip charts

    Participants: IT senior leadership

    1. Review the committee details based on the changes you have made in goals, mandate, and responsibilities.
    2. Identify and document changes required to the committee outputs (outcomes) and adjust the consumer of the outputs to match.
    3. Review the high-level process steps required to get to the modified output. Add required activities or remove unnecessary ones. Review the process flow. Does it make sense? Are there unnecessary steps?
    4. Review and update inputs required for the process steps and update the information/data sources.
    5. Adjust the detailed process steps to reflect the work that needs to be done to support each high-level process step that changed.

    2.1.6 Adjust your associated policies

    20 minutes

    Input: Selected governance base model, Updated structure and responsibilities

    Output: Adjusted mandates and refined committee membership

    Materials: Whiteboard/flip charts

    Participants: IT senior leadership

    1. Review the policies associated with the governing bodies in your base model. Identify the policies that apply to your organization, those that are missing, and those that are not necessary.
    2. Confirm the policies that you require.
    3. Make sure the policies and policy purposes (or risks and related behaviors the policy addresses) are matched to the governance committee that has responsibilities in that area. Move policies to the right committee.

    2.1.7 Adjust and confirm your governance model

    1. Confirm the adjustment of governance bodies, structure, and input/output linkages.
    2. Confirm revisions to decisions and responsibilities.
    3. Confirm policy and regulation/standards associations.
    4. Select related governance committee charters from the provided set and revise the charters to reflect the elements defined in your updated model.
    5. Finalize your governance model.

    Samples of slides related to adjusting and confirming governance models in the Governance Workbook.

    Step 2.2

    Identify and Document Your Governance Triggers

    Activities
    • 2.2.1 Identify and document update triggers
    • 2.2.2 Embed triggers into the review cycle

    This step will walk you through the following activities:

    Identify scenarios that will create a need to review or change your governance model.

    Update your review/update approach to receiving trigger notifications.

    This step involves the following participants:

    • Senior IT leadership
    • Governance leads

    Outcomes of this step

    Downloaded tool ready to select the base governance model for your organization

    Select and Refine Your Governance Model

    Step 2.1 – Choose and Adapt Your Model Step 2.2 – Identify and Document Your Governance Triggers Step 2.3 – Build Implementation Approach

    What are governance triggers

    Governance triggers are organizational or environmental changes within or around an organization that are inflection points that start the review and revision of governance models to maintain their fit with the organization. This is the key to adaptive governance design.

    A target with five arrows sticking out of the bullseye, 'Operating Model', 'Business Strategy', 'Mandate Change', 'Management Practices', and 'Digital Transformation'.

    2.2.1 Identify and document update triggers

    30 minutes

    Input: Governance Workbook

    Output: Updated workbook with defined and documented governance triggers, points of origin, and integration

    Materials: Whiteboard/flip charts

    Participants: IT senior leadership

    1. Open the Governance Workbook to the “Triggers” slides.
    2. Review the list of governance triggers. Retain the ones that apply to your organization, remove those you feel are unnecessary, and add any change scenarios you feel should be included.
    3. Identify where you would receive notifications of these changes and the related processes or activities that would generate these notifications, if applicable.
    4. Document any points of integration required between governance processes and the source process. Highlight any where the integration is not currently in place.

    Sample of the 'Triggers' slide in the Governance Workbook.

    2.2.2 Embed triggers into the review cycle

    30 minutes

    Input: Governance model

    Output: Review cycle update

    Materials: Whiteboard/flip charts

    Participants: IT senior leadership

    1. Identify which triggers impact the entire governance model and which impact specific committees.
    2. Add an activity for triggered review of the impacted governance model into your governance committee process.

    Step 2.3

    Build Your Implementation Approach

    Activities
    • 2.3.1 Identify and document your implementation plan
    • 2.3.2 Build your roadmap
    • 2.3.3 Build your sunshine diagram

    This step will walk you through the following activities:

    Transfer changes to the Governance Implementation Plan Template.

    Determine the timing for the implementation phases.

    This step involves the following participants:

    • Senior IT leadership
    • Governance process owner

    Outcomes of this step

    Implementation plan for adaptive governance framework model

    Select and Refine Your Governance Model
    Step 2.1 – Choose and Adapt Your Model Step 2.2 – Identify and Document Your Governance Triggers Step 2.3 – Build Implementation Approach

    2.3.1 Identify and document your implementation plan

    60 minutes

    Input: Governance model, Guiding principles, Update triggers, Cultural factors and mitigations

    Output: Implementation roadmap

    Materials: Whiteboard/flip charts

    Participants: IT senior leadership

    1. As a group, discuss the changes required to implement the governance model, the cultural items that need to be addressed, and the anticipated timing.
    2. Document the implementation activities and consolidate them into groupings/themes based on similarities or shared outcomes.
    3. Name the grouped themes for clarity and identify key dependencies between activities in each area and across themes.
    4. Identify and document your approach (e.g. continuous, phased) and high-level timeline for implementation.
    5. Document the themes and initiatives in the Governance Implementation Plan.

    Download the Governance Implementation Plan

    Illustrate the implementation plan using roadmaps

    Info-Tech recommends two different methods to roadmap the initiatives in your Governance Implementation Plan.

    Gantt Chart
    Sample of a Gantt Chart.

    This type of roadmap depicts themes, related initiatives, the associated goals, and exact start and end dates for each initiative. This diagram is useful for outlining a larger number of activities and initiatives and has an easily digestible and repeatable format.

    Sunshine Diagram
    Sample of a Sunshine Diagram.

    This type of roadmap depicts themes and their associated initiatives. The start and end dates for the initiatives are approximated based on years or phases. This diagram is useful for highlighting key initiatives on one page.

    2.3.2 Build your roadmap

    30 minutes

    Input: Governance themes and initiatives

    Output: roadmap visual

    Materials: Governance Roadmap Workbook, Governance Workbook

    Participants: CIO, IT senior leadership

    1. Open the Governance Implementation Plan and review themes and initiatives.
    2. Open the Governance Roadmap Workbook.
    3. Discuss whether the implementation roadmap should be developed as a Gantt chart, a sunshine diagram, or both.
      For the Gantt chart:
      • Input the roadmap start year and date.
      • Change the months and year in the Gantt chart to reflect the same roadmap start year.
      • Input and populate the planned start and end dates for the list of high-priority initiatives.

    Develop your Gantt chart in the Governance Roadmap Workbook

    2.3.3 Build your sunshine diagram

    30 minutes

    Input: Governance themes and initiatives

    Output: Sunshine diagram visual

    Materials: Whiteboard/flip charts, Markers, Governance Implementation Plan

    Participants: CIO, IT senior leadership

    1. Review your list of themes and initiatives.
    2. Build a model with “rays” radiating out from a central theme or objective.
    3. Using curved arcs, break the grid into timeline periods or phases.
    4. Complete your sunshine diagram in the Governance Implementation Plan.

    Customize your sunshine diagram in the Governance Implementation Plan

    Make Your IT Governance Adaptable

    Phase 3

    Embed and Automate

    Phase 1

    • 1.1 Define Your Guiding Star
    • 1.2 Define Scope and Principles
    • 1.3 Adjust for Culture and Finalize Context

    Phase 2

    • 2.1 Choose and Adapt Your Model
    • 2.2. Identify and Document Your Governance Triggers
    • 2.3 Build Your Implementation Approach

    Phase 3

    • 3.1 Identify Decisions to Embed and Automate
    • 3.2 Plan Validation and Verification
    • 3.3 Update Implementation Plan

    This phase will walk you through the following activities:

    Identify which decisions you are ready to automate.

    Identify standards and policies that can be embedded and automated.

    Identify integration points.

    Confirm data requirements to enable success.

    This phase involves the following participants:

    • IT senior leadership
    • Governance process owner
    • Product and service owners
    • Policy owners

    Step 3.1

    Identify Decisions to Embed and Automate

    Activities
    • 3.1.1 Review governance decisions and standards and the required level of authority
    • 3.1.2 Build your decision logic
    • 3.1.3 identify constraints and mitigation approaches
    • 3.1.4 Develop decision rules and principles

    This step will walk you through the following activities:

    Identify your key decisions.

    Develop your decision logic.

    Confirm decisions that could be automated.

    Identify and address constraints.

    Develop decision rules and principles.

    This step involves the following participants:

    • IT senior leadership

    Outcomes of this step

    Developed decision rules, rulesets, and principles that can be leveraged to automate governance

    Defined integration points

    Embed and Automate

    Step 3.1 – Identify Decisions to Embed and Automate Step 3.2 – Plan Validation and Verification Step 3.3 – Update Implementation Plan

    What is decision automation?

    Decision automation is the codifying of rules that connect the logic of how decisions are made with the data required to make those decisions. This is then embedded and automated into processes and the design of products and services.

    • It is well suited to governance where the same types of decisions are made on a recurring basis, using the same set of data. It requires clean, high-quality data to be effective.
    • Improvements in artificial intelligence (AI) and machine learning (ML) have allowed the creation of scenarios where a hybrid of rules and learning can improve decision outcomes.

    Key Considerations

    • Data Availability
    • Legality
    • Contingencies
    • Decision Transparency
    • Data Quality
    • Auditability

    How complexity impacts decisions

    Decision complexity impacts the type of rule(s) you create and the amount of data required. It also helps define where or if decisions can be automated.

    1. SIMPLE
      Known and repeatable with consistent and familiar outcomes – structured, causal, and easy to standardize and automate.
    2. COMPLICATED
      Less known and outcomes are not consistently repeatable. Expertise can drive standards and guidelines that can be used to automate decisions.
    3. COMPLEX
      Unknown and new, highly uncertain in terms of outcomes, impact, and data. Requires more exploration and data. Difficult to automate but can be built into the design of products and services.
    4. CHAOTIC
      Unstructured and unknown situation. Requires adaptive and immediate action without active data – requires retained human governance
    5. (Based on Dave Snowden’s Cynefin framework)

    Governance Automation Criteria Checklist

    The Governance Automation Criteria Checklist provides a view of key considerations for determining whether a governing activity or decision is a good candidate for automation.

    The criteria identify key qualifiers/disqualifiers to make it easier to identify eligibility.

    Sample of the Governance Automation Criteria Checklist.

    Download the Governance Automation Criteria Checklist

    Governance Automation Worksheet

    Sample of the Governance Automation Worksheet.

    The Governance Automation Worksheet provides a way to document your governance and systematically identify information about the decisions to help determine if automation is possible.

    From there, decision rules, logic, and rulesets can be designed in support of building a structure flow to allow for automation.

    Download the Governance Automation Worksheet

    3.1.1 Review governance decisions and standards and the required level of authority

    30 minutes

    Input: Automation Criteria Checklist, Governance Automation Worksheet, Updated governance model

    Output: Documented decisions and related authority, Selected options for automation, Updated Governance Automation Worksheet

    Materials: Whiteboard/flip charts, Governance Automation Worksheet

    Participants: IT senior leadership

    1. Identify the decisions that are made within each committee in your updated governance model and document them in the Governance Automation Worksheet.
    2. Confirm the level of authority required to make each decision.
    3. Review the automation checklist to confirm whether each decision is positioned well for automation.
    4. Select and document the decisions that are the strongest options for automation/embedding and document them in the Governance Automation Worksheet.

    What are decision rules?

    Decision rules provide specific instructions and constraints that must be considered in making decisions and are critical for automating governance.

    They provide the logical path to assess governance inputs to make effective decisions with positive business outputs.

    Inputs would include key information such as known risks, your defined prioritization matrix, portfolio value scoring, and compliance controls.

    Individual rules can be leveraged in different places.

    Some decision rule types are listed here.

    1. Statement Rules
      Natural expression of logical progression, written through logical elements
    2. Decision Tree Rules
      Decision tree with two axes that overlap to generate a decision
    3. Sequential Rules
      A sequence of decisions that move from one step to the next
    4. Expression Rule
      A particular set of rules triggered by a particular rule condition being met
    5. Truth table rules
      Combines many decision factors into one place; produces different outputs

    What are decision rulesets

    Rulesets are created to make complex decisions. Individual rule types are combined to create rulesets that are applied together to generate effective decisions. One rule will provide contextual information required for additional rules to execute in a Rule-Result-Rule-Result-Rule-Decision flow.

    A visualization of two separate rulesets made up of the decision rules on the previous slide. 'Ruleset 1' contains '1) Statement Rules', '2) Decision Tree Rules', and 5) Truth Table Rules'. 'Ruleset 2' contains '3) Sequential Rules' and '4) Expression Rule'.

    3.1.2 Build your decision logic

    30 minutes

    Input: Governance Automation Worksheet

    Output: Documented decision logic to support selected decision types and data requirements

    Materials: Whiteboard/flip charts

    Participants: IT senior leadership

    1. For each selected decision, identify the principles that drive the considerations around the decision.
    2. For each decision, develop the decision logic by defining the steps and information inputs involved in making the decision and documenting the flow from beginning to end.
    3. Determine whether this is one specific decision or a combination of different decisions (in sequence or based on decisions).
    4. Name your decision rule.

    Sample of the Governance Automation Worksheet.

    3.1.3 Identify constraints and mitigation approaches

    60 minutes
    1. Document constraints to automation of decisions related to:
      • Availability of decision automation tools
      • Decision authority change requirements
      • Data constraints
      • Knowledge requirements
      • Process adjustment requirements
      • Product/service design levels
    2. Brainstorm and identify approaches to mitigate constraints and score based on likelihood of success.
    3. Identify mitigation owners and initial timeline expectations.
    4. Document the constraints and mitigations in the Governance Workbook on the constraints and mitigations slide.

    Sample of the 'Constraints and mitigations' slide of the 'Governance Workbook'.

    3.1.4 Develop decision rules and principles

    1.5-2 hours

    Input: Governance Automation Worksheet

    Output: Defined decision integration points, Confirmed data availability sets, Decision rules, rulesets, and principles with control indicators

    Materials: Whiteboard/flip charts, Governance Automation Worksheet

    Participants: IT senior leadership

    1. Review the decision logic for those decisions that you have confirmed for automation. Identify the processes where the decision should be executed.
    2. Associate each decision with specific process steps or stages or how it would be included in software/product design.
    3. For each selected decision, identify the availability of data required to support the decision logic and the level of complexity and apply governing principles.
    4. Create the decision rules and identify data gaps.
    5. Define the decision flow and create rulesets as needed.
    6. Confirm automation requirements and define control indicators.

    Step 3.2

    Plan Validation and Verification

    Activities
    • 3.2.1 Define verification approach for embedded and automated governance
    • 3.2.2 Define validation approach for embedded and automated governance

    This step will walk you through the following activities:

    Define how decision outcomes will be measured.

    Determine how the effectiveness of automated governance will be reported.

    This step involves the following participants:

    • IT senior leadership

    Outcomes of this step

    Tested and verified automation of decisions

    Embed and Automate

    Step 3.1 – Identify Decisions to Embed and Automate Step 3.2 – Plan Validation and Verification Step 3.3 – Update Implementation Plan

    Decision rule relationship through to verification

    1. Rules

    Focus on clear decision logic

    Often represented in simple statement types and supported by data:

    IF – THEN

    IF – AND – THEN

    IF – AND NOT – THEN

    2. Rulesets

    Aggregate rules for more complex decisions

    Integrated flows between different required rules:
    Rule 1:
    (Output 1) – Rule 2
    (Output 2) – Rule 6
    Rule 6: (Output 1) – Rule 7
    3. Rule Attestation

    Verify success of automated decisions

    Attestation of embedded and automated rules with key control indicators embedded within process and products.

    Principles embedded into automated software controls.

    3.2.1 Define verification approach for embedded and automated governance

    60 minutes

    Input: Governance rules and rulesets as defined in the Governance Automation Worksheet, Defined decision outcomes

    Output: A defined measurement of effective decision outcomes, Approach to automate and/or report the effectiveness of automated governance

    Materials: Whiteboard/flip charts

    Participants: IT senior leadership

    Verify

    1. Confirm expected outcome of rules.
    2. Select a sampling of new required decisions or recently performed decisions related to areas of automation.
    3. Run the decisions through the decision rules or rule groupings that were developed and compare to parallel decisions made using the traditional approach. (These must be segregated activities.)
    4. Review the outcome of the rules and adjust based on the output. Identify areas of adjustment. Confirm that the automation meets your requirements.

    3.2.2 Define validation approach for embedded and automated governance

    60 minutes

    Input: Governance rules and rulesets as defined in the Governance Automation Worksheet, Defined decision outcomes

    Output: Defined assurance and attestation requirements, Key control indicators that can be automated

    Materials: Whiteboard/flip charts

    Participants: IT senior leadership

    Validate

    1. Develop an approach to measure automated decisions. Align success criteria to current governance KPIs and metrics.
    2. If no such metrics exist, define expected outcome. Define key risk indicators based on the expected points of automation.
    3. Establish quality assurance checkpoints within the delivery lifecycles to adjust for variance.
    4. Create triggers back to rule owners to drive changes and improvements to rules and rule groupings.

    Step 3.3

    Update Implementation Plan

    Activities
    • 3.3.1 Finalize the implementation plan

    This step will walk you through the following activities:

    Review implications and mitigations to make sure all have been considered.

    Finalize the implementation plan and roadmap.

    This step involves the following participants:

    • Senior IT leadership

    Outcomes of this step

    Completed Governance implementation plan and roadmap

    Embed and Automate

    Step 3.1 – Identify Decisions to Embed and Automate Step 3.2 – Plan Validation and Verification Step 3.3 – Update Implementation Plan

    3.3.1 Finalize the implementation plan

    30 minutes

    Input: Governance workbook, Updated governance model, Draft implementation plan and roadmap

    Output: Finalized implementation plan and roadmap

    Materials: Whiteboard/flip charts, Governance Implementation Plan

    Participants: IT senior leadership

    1. Document automation activities within phases in a governance automation theme in the Governance Implementation Plan.
    2. Review timelines in the implementation plan and where automation fits within the roadmap.
    3. Updated the implementation plan and roadmap.

    Governance Implementation Plan

    Summary of Accomplishment

    Problem Solved

    Through this project we have:

    • Improved your governance model to ensure a better fit for your organization, while creating adaptivity for the future.
    • Ensured your governance operates as an enabler of success with the proper bodies and levels of authority established.
    • Established triggers to ensure your governance model is actively adjusted to maintain its fit.
    • Developed a plan to embed and automate governance.
    • Created decision rules and principles and identified where to embed them within your practices.

    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 Valence Howden.

    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.

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    Photo of Sidney Hodgson, Senior Director, Industry, Info-Tech Research Group. Sidney Hodgson
    Senior Director, Industry
    Info-Tech Research Group
    • Sidney has over 30 years of experience in IT leadership roles as CIO of three organizations in Canada and the US as well as international consulting experience in the US and Asia.
    • Sid has a breadth of knowledge in IT governance, project management, strategic and operational planning, enterprise architecture, business process re-engineering, IT cost reduction, and IT turnaround management.
    Photo of David Tomljenovic, Principal Research Advisor, Industry, Info-Tech Research Group. David Tomljenovic
    Principal Research Advisor, Industry
    Info-Tech Research Group
    • David brings extensive experience from the Financial Services sector, having worked 25 years on Bay Street. Most recently he was a Corporate Finance and Strategy Advisor for Infiniti Labs (Toronto/Hong Kong), Automotive, and Smart City Accelerator, where he provided financial and mergers & acquisitions advisory services to accelerator participants with a focus on early-stage fundraising activities.

    Research contributors and experts

    Photo of Cole Cioran, Practice Lead, Applications and Agile Development, Info-Tech Research Group. Cole Cioran
    Practice Lead, Applications and Agile Development
    Info-Tech Research Group
    • Over the past 25 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.
    Photo of Crystal Singh, Research Director, Applications – Data and Information Management, Info-Tech Research Group. Crystal Singh
    Research Director, Applications – Data and Information Management
    Info-Tech Research Group
    • Crystal brings a diverse and global perspective to her role, drawing from her professional experiences in various industries and locations. Prior to joining Info-Tech, Crystal led the Enterprise Data Services function at Rogers Communications, one of Canada’s leading telecommunications companies.

    Research contributors and experts

    Photo of Carlene McCubbin, Practice Lead, CIO, Info-Tech Research Group. Carlene McCubbin
    Practice Lead, CIO
    Info-Tech Research Group
    • Carlene covers key topics in organization and leadership and specializes in governance, organizational design, relationship management, and human capital development. She led the development of Info-Tech’s Organization and Leadership practice.
    Photo of Denis Goulet, Senior Workshop Director, Info-Tech Research Group. Denis Goulet
    Senior Workshop Director
    Info-Tech Research Group
    • Denis is a transformational leader and experienced strategist who focuses on helping clients communicate, relate, and adapt for success. Having developed Governance Model and IT strategies in organizations ranging from small to billion-dollar multi-nationals, he firmly believes in a collaborative value-driven approach to work.

    Bibliography

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    “Adaptive IT Governance.” Google search, 15 Nov. 2020.

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    “Agile Governance Made Easy.” Agilist, n.d. Accessed 15 Nov. 2020.

    “Automating Governance — Our Work.” Humanising Machine Intelligence, n.d. Accessed 15 Nov. 2020.

    “Automation – Decisions.” IBM, 2020. Accessed 15 Oct. 2020.

    Chang, Charlotte. “Accelerating Agile through effective governance.” Medium, 22 Sept. 2020. Web.

    “COBIT 5: Enabling Processes.” ISACA, 2012. Web. Oct. 2016.

    COBIT 2019. ISACA, Dec. 2018. Web.

    Curtis, Blake. “The Value of IT Governance.” ISACA, 29 June 2020. Accessed 15 Nov. 2020.

    De Smet, Aaron. “Three Keys to Faster, Better Decisions.” McKinsey & Company, 1 May 2019. Accessed 15 Nov. 2020.

    “Decision Rules and Decision Analysis.” Navex Global, 2020. Web.

    “Decisions Automation with Business Rules Management Solution.” Sumerge, 4 Feb. 2020. Accessed 15 Nov. 2020.

    “DevGovOps – Key factors for IT governance for enterprises in a DevOps world.” Capgemini, 27 Sept. 2019. Web.

    Eisenstein, Lena. “IT Governance Checklist.” BoardEffect, 19 Feb. 2020. Accessed 15 Nov. 2020.

    “Establishing Effective IT and Data Governance.” Chartered Professional Accountants Canada, n.d. Accessed 15 Nov. 2020.

    Gandzeichuk, Ilya. “Augmented Analytics: From Decision Support To Intelligent Decision-Making.” Forbes, 8 Jan. 2020. Accessed 15 Nov. 2020.

    Georgescu, Vlad. “What Is IT Governance? Understanding From First Principles.” Plutora, 18 Oct. 2019. Web.

    Goodwin, Bill. “IT Governance in the Era of Shadow IT.” ComputerWeekly, 5 Aug. 2014. Accessed 15 Nov. 2020.

    “Governance of IT, OT and IOT.” ISACA Journal, 2019. Web.

    Gritsenko, Daria, and Matthew Wood. “Algorithmic Governance: A Modes of Governance Approach.” Regulation & Governance, 10 Nov. 2020. Web.

    Hansert, Philipp. “Adaptive IT Governance with Clausmark’s Bee4IT.” Bee360, 25 Oct. 2019. Accessed 15 Nov. 2020.

    Havelock, Kylie. “What Does Good Product Governance Look Like?” Medium. 8 Jan. 2020. Web.

    Haven, Dolf van der. “Governance of IT with ISO 38500 - A More Detailed View” LinkedIn article, 24 Oct. 2016. Accessed 15 Nov. 2020.

    Hong, Sounman, and Sanghyun Lee. “Adaptive Governance and Decentralization: Evidence from Regulation of the Sharing Economy in Multi-Level Governance.” Government Information Quarterly, vol. 35, no. 2, April 2018, pp. 299–305. Web.

    ISACA. “Monthly Seminar & Networking Dinner: CIO Dashboard.” Cvent, Feb. 2012. Accessed 15 Nov. 2020.

    ISO/IEC 38500, ISO, 2018 and ongoing.

    “IT Governance.” Kenway Consulting, n.d. Accessed 15 Nov. 2020.

    “IT Governance in the Age of COVID 19.” Union of Arab Banks Webinar, 19-21 Oct. 2020. Accessed 15 Nov. 2020.

    Jaffe, Dennis T. “Introducing the Seven Pillars of Governance.” Triple Pundit, 15 Nov. 2011. Accessed 15 Nov. 2020.

    Janssen, Marijn, and Haiko van der Voort. “Agile and Adaptive Governance in Crisis Response: Lessons from the COVID-19 Pandemic.” International Journal of Information Management, vol. 55, December 2020. Web.

    Jodya, Tiffany. “Automating Enterprise Governance within Delivery Pipelines.” Harness.io, 14 May 2020. Web.

    Kumar, Sarvesh. “AI-Based Decision-Making Automation.” Singular Intelligence, 17 June 2019. Web.

    “Lean IT Governance.” Disciplined Agile, n.d. Accessed 15 Nov. 2020.

    Lerner, Mark. “Government Tech Projects Fail by Default. It Doesn’t Have to Be This Way.” Belfer Center for Science and International Affairs, 21 Oct. 2020. Accessed 15 Nov. 2020.

    Levstek, Aleš, Tomaž Hovelja, and Andreja Pucihar. “IT Governance Mechanisms and Contingency Factors: Towards an Adaptive IT Governance Model.” Organizacija, vol. 51, no. 4, Nov. 2018. Web.

    Maccani, Giovanni, et al. “An Emerging Typology of IT Governance Structural Mechanisms in Smart Cities.” Government Information Quarterly, vol. 37, no. 4, Oct. 2020. Web.

    Magowan, Kirstie. “IT Governance vs IT Management: Mastering the Differences.” BMC Blogs, 18 May 2020. Accessed 15 Nov. 2020.

    Mazmanian, Adam. “Is It Time to Rethink IT Governance? ” Washington Technology, 26 Oct. 2020. Accessed 15 Nov. 2020.

    Mukherjee, Jayanto. “6 Components of an Automation (DevOps) Governance Model.” Sogeti, n.d. Accessed 15 Nov. 2020.

    Ng, Cindy. “The Difference Between Data Governance and IT Governance.” Inside Out Security, updated 17 June 2020. Web.

    Pearson, Garry. “Agile or Adaptive Governance Required?” Taking Care of the Present (blog), 30 Oct. 2020. Accessed 15 Nov. 2020.

    Peregrine, Michael, et al. “The Long-Term Impact of the Pandemic on Corporate Governance.” Harvard Law School Forum on Corporate Governance, 16 July 2020. Web.

    Raymond, Louis, et al. “Determinants and Outcomes of IT Governance in Manufacturing SMEs: A Strategic IT Management Perspective.” International Journal of Accounting Information Systems, vol. 35, December 2019. Web.

    Rentrop, Christopher. “Adaptive IT Governance – Foundation of a Successful Digitalization.” Business IT Cooperation Coordination Controlling (blog). May 2, 2018. Web.

    Schultz, Lisen, et al. “Adaptive Governance, Ecosystem Management, and Natural Capital.” Proceedings of the National Academy of Sciences, vol. 112, no. 24, 2015, pp. 7369–74. Web.

    Selig, Gad J. Implementing IT Governance: A Practical Guide to Global Best Practices in IT Management. Van Haren Publishing, 2008. Accessed 15 Nov. 2020.

    Sharma, Chiatan. “Rule Governance for Enterprise-Wide Adoption of Business Rules: Why Does a BRMS Implementation Need a Governance Framework?” Business Rules Journal, vol. 13, no. 4, April 2012. Accessed 15 Nov. 2020.

    Smallwood, Robert. “Information Governance, IT Governance, Data Governance – What’s the Difference?” The Data Administration Newsletter, 3 June 2020. Accessed 15 Nov. 2020.

    Snowden, Dave. "Cynefin – weaving sense-making into the fabric of our world", Cognitive Edge, 20 October 2020.

    “The Place of IT Governance in the Enterprise Governance.” Institut de la Gouvernance des Systemes d’Information, 2005. Accessed 15 Nov. 2020.

    Thomas, Mark. “Demystifying IT Governance Roles in a Dynamic Business Environment.” APMG International, 29 Oct. 2020. Webinar. Accessed 15 Nov. 2020.

    “The Four Pillars of Governance Best Practice.” The Institute of Directors in New Zealand, 4 Nov. 2019. Web.

    Wang, Cancan, Rony Medaglia, and Lei Zheng. “Towards a Typology of Adaptive Governance in the Digital Government Context: The Role of Decision-Making and Accountability.” Government Information Quarterly, vol. 35, no. 2, April 2018, pp. 306–22.

    Westland, Jason. “IT Governance: Definitions, Frameworks and Planning.” ProjectManager.com, 17 Dec. 2019. Web.

    Wilkin, Carla L., and Jon Riddett. “IT Governance Challenges in a Large Not-for-Profit Healthcare Organization: The Role of Intranets.” Electronic Commerce Research vol. 9, no. 4, 2009, pp. 351-74. Web.

    Zalnieriute, Monika, et al. “The Rule of Law and Automation of Government Decision Making.” Modern Law Review, 25 Feb. 2019. Web.

    Extend Agile Practices Beyond IT

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    • Parent Category Name: Architecture & Strategy
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    • Your organization has started to realize benefits from adopting Agile principles and practices. However, these advances are contained within your IT organization.
    • You are seeking to extend Agile development beyond IT into other areas of the organization. You are looking for a coordinated approach aligned to business priorities.

    Our Advice

    Critical Insight

    • Not all lessons from scaling Agile to IT are transferable. IT Agile scaling processes are tailored to IT’s scope, team, and tools, which may not account for diverse attributes within your organization.
    • Control may be necessary for coordination. With increased time-to-value, enforcing consistent cadences, reporting, and communication is a must if teams are not disciplined or lack good governance.
    • Extend Agile in departments tolerant to change. Incrementally roll out Agile in departments where its principles are accepted (e.g. a culture that embraces failures as lessons).

    Impact and Result

    • Complete an assessment of your prior efforts to scale Agile across IT to gauge successful, consistent adoption. Identify the business objectives and the group drivers that are motivating the extension of Agile to the business.
    • Understand the challenges that you may face when extending Agile to business partners. Investigate the root causes of existing issues that can derail your efforts.
    • Ideate solutions to your scaling challenges and envision a target state for your growing Agile environment. Your target state should realize new opportunities to drive more business value and eliminate current activities driving down productivity.
    • Coordinate the implementation and execution of your scaling Agile initiatives with an implementation action plan. This collaborative document will lay out the process, roles, goals, and objectives needed to successfully manage your Agile environment.

    Extend Agile Practices Beyond IT Research & Tools

    Start here – read the Executive Brief

    Read our concise Executive Brief to find out why you should extend Agile practices to improve product delivery, 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. Assess your readiness to scale agile vertically

    Assess your readiness to scale Agile vertically by identifying and mitigating potential Agile maturity gaps remaining after scaling Agile across your IT organization.

    • Extend Agile Practices Beyond IT – Phase 1: Assess Your Readiness to Scale Agile Vertically
    • Agile Maturity Assessment Tool

    2. Establish an enterprise scaled agile framework

    Complete an overview of various scaled Agile models to help you develop your own customized delivery framework.

    • Extend Agile Practices Beyond IT – Phase 2: Establish an Enterprise Scaled Agile Framework
    • Framework Selection Tool

    3. Create your implementation action plan

    Determine the effort and steps required to implement your extended delivery framework.

    • Extend Agile Practices Beyond IT – Phase 3: Create Your Implementation Action Plan
    [infographic]

    Workshop: Extend Agile Practices Beyond 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 Assess Current State of Agile Maturity

    The Purpose

    Assess your readiness to scale Agile vertically.

    Identify and mitigate potential Agile maturity gaps remaining after scaling Agile across your IT organization.

    Key Benefits Achieved

    IT Agile maturity gaps identified and mitigated to ensure successful extension of Agile to the business

    Activities

    1.1 Characterize your Agile implementation using the CLAIM model.

    1.2 Assess the maturity of your Agile teams and organization.

    Outputs

    Maturity gaps identified with mitigation requirements

    2 Establish an Enterprise Scaled Agile Framework

    The Purpose

    Complete a review of scaled Agile models to help you develop your own customized delivery framework.

    Key Benefits Achieved

    A customized Agile delivery framework

    Activities

    2.1 Explore various scaled frameworks.

    2.2 Select an appropriate scaled framework for your enterprise.

    2.3 Define the future state of your team and the communication structure of your functional business group.

    Outputs

    Blended framework delivery model

    Identification of team and communication structure impacts resulting from the new framework

    3 Create Your Implementation Action Plan

    The Purpose

    Create your implementation action plan for the new Agile delivery framework.

    Key Benefits Achieved

    A clearly defined action plan

    Activities

    3.1 Define your value drivers.

    3.2 Brainstorm the initiatives that must be completed to achieve your target state.

    3.3 Estimate the effort of your Agile initiatives.

    3.4 Define your Agile implementation action plan.

    Outputs

    List of target state initiatives

    Estimation of effort to achieve target state

    An implementation action plan

    IT Strategy

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    • Parent Category Name: Strategy and Governance
    • Parent Category Link: strategy-and-governance
    Success depends on IT initiatives clearly aligned to business goals.

    Effectively Recognize IT Employees

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    • Parent Category Name: Engage
    • Parent Category Link: /engage
    • Even when organizations do have recognition programs, employees want more recognition than they currently receive.
    • In a recent study, McLean & Company found that 69% of IT employees surveyed felt they were not adequately praised and rewarded for superior work.
    • In a lot of cases, the issue with recognition programs isn’t that IT departments haven’t thought about the importance but rather that they haven’t focused on proper execution.

    Our Advice

    Critical Insight

    • You’re busy – don’t make your recognition program more complicated than it needs to be. Focus on day-to-day ideas and actively embed recognition into your IT team’s culture.
    • Recognition is impactful independent of rewards (i.e. items with a monetary value), but rewarding employees without proper recognition can be counterproductive. Put recognition first and use rewards as a way to amplify its effectiveness.

    Impact and Result

    • Info-Tech tools and guidance will help you develop a successful and sustainable recognition program aligned to strategic goals and values.
    • By focusing on three key elements – customization, alignment, and transparency – you can improve your recognition culture within four weeks, increasing employee engagement and productivity, improving relationships, and reducing turnover.

    Effectively Recognize IT Employees Research & Tools

    Start here – read the Executive Brief

    Read our concise Executive Brief to find out why you should implement an IT employee recognition 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:

    • Effectively Recognize IT Employees – Executive Brief
    • Effectively Recognize IT Employees – Phases 1-3

    1. Assess the current recognition landscape

    Understand the current perceptions around recognition practices in the organization and determine the behaviors that your program will seek to recognize.

    • Effectively Recognize IT Employees – Phase 1: Assess the Current Recognition Landscape
    • IT Employee Recognition Survey Questions

    2. Design the recognition program

    Determine the structure and processes to enable effective recognition in your IT organization.

    • Effectively Recognize IT Employees – Phase 2: Design the Recognition Program
    • Employee Recognition Program Guide
    • Employee Recognition Ideas Catalog
    • Employee Recognition Nomination Form

    3. Implement the recognition program

    Rapidly build and roll out a recognition action and sustainment plan, including training managers to reinforce behavior with recognition.

    • Effectively Recognize IT Employees – Phase 3: Implement the Recognition Program
    • Recognition Action and Communication Plan
    • Manager Training: Reinforce Behavior With Recognition
    [infographic]

    Build a Data Warehouse

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    • Parent Category Name: Big Data
    • Parent Category Link: /big-data
    • Relational data warehouses, although reliable, centralized repositories for corporate data, were not built to handle the speed and volume of data and analytics today.
    • IT is under immense pressure from business units to provide technology that will yield greater agility and insight.
    • While some organizations are benefitting from modernization technologies, the majority of IT departments are unfamiliar with the technologies and have not yet defined clear use cases.

    Our Advice

    Critical Insight

    • The vast majority of your corporate data is not being properly leveraged. Modernize the data warehouse to get value from the 80% of unstructured data that goes unused.
    • Avoid rip and replace. Develop a future state that complements your existing data warehouse with emerging technologies.
    • Be flexible in your roadmap. Create an implementation roadmap that’s incremental and adapts to changing business priorities.

    Impact and Result

    • Establish both the business and IT perspectives of today’s data warehouse environment.
    • Explore the art-of-the-possible. Don’t get stuck trying to gather technical requirements from business users who don’t know what they don’t know. Use Info-Tech’s interview guide to discuss the pains of the current environment, and more importantly, where stakeholders want to be in the future.
    • Build an internal knowledgebase with respect to emerging technologies. The technology landscape is constantly shifting and often difficult for IT staff to keep track of. Use Info-Tech’s Data Warehouse Modernization Technology Education Deck to ensure that IT is able to appropriately match the right tools to the business’ use cases.
    • Create a compelling business case to secure investment and support.

    Build a Data Warehouse Research & Tools

    Start here – read the Executive Brief

    Read our concise Executive Brief to find out why you should be looking to modernize the relational data warehouse, review Info-Tech’s framework for identifying modernization opportunities, 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 data warehouse environment

    Review the business’ perception and architecture of the current data warehouse environment.

    • Drive Business Innovation With a Modernized Data Warehouse Environment – Phase 1: Assess the Current Data Warehouse Environment
    • Data Warehouse Maturity Assessment Tool

    2. Define modernization drivers

    Collaborate with business users to identify the strongest motivations for data warehouse modernization.

    • Drive Business Innovation With a Modernized Data Warehouse Environment – Phase 2: Define Modernization Drivers
    • Data Warehouse Modernization Stakeholder Interview Guide
    • Data Warehouse Modernization Technology Education Deck
    • Data Warehouse Modernization Initiative Building Tool

    3. Create the modernization future state

    Combine business ideas with modernization initiatives and create a roadmap.

    • Drive Business Innovation With a Modernized Data Warehouse Environment – Phase 3: Create the Modernization Future State
    • Data Warehouse Modernization Technology Architectural Template
    • Data Warehouse Modernization Deployment Plan
    [infographic]

    Workshop: Build a Data Warehouse

    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 the Current Data Warehouse Environment

    The Purpose

    Discuss the general project overview for data warehouse modernization.

    Establish the business and IT perspectives of the current state.

    Key Benefits Achieved

    Holistic understanding of the current data warehouse.

    Business user engagement from the start of the project.

    Activities

    1.1 Review data warehouse project history.

    1.2 Evaluate data warehouse maturity.

    1.3 Draw architecture diagrams.

    1.4 Review supporting data management practices.

    Outputs

    Data warehouse maturity assessment

    Data architecture diagrams

    2 Explore Business Opportunities

    The Purpose

    Conduct a user workshop session to elicit the most pressing needs of business stakeholders.

    Key Benefits Achieved

    Modernization technology selection is directly informed by business drivers.

    In-depth IT understanding of the business pains and opportunities.

    Activities

    2.1 Review general trends and drivers in your industry.

    2.2 Identify primary business frustrations, opportunities, and risks.

    2.3 Identify business processes to target for modernization.

    2.4 Capture business ideas for the future state.

    Outputs

    Business ideas for modernization

    Defined strategic direction for data warehouse modernization

    3 Review the Technology Landscape

    The Purpose

    Educate IT staff on the most common technologies for data warehouse modernization.

    Key Benefits Achieved

    Improved ability for IT to match technology with business ideas.

    Activities

    3.1 Appoint Modernization Advisors.

    3.2 Hold an open education and discussion forum for modernization technologies.

    Outputs

    Modernization Advisors identified

    Modernization technology education deck

    4 Define Modernization Solutions

    The Purpose

    Consolidate business ideas into modernization initiatives.

    Key Benefits Achieved

    Refinement of the strategic direction for data warehouse modernization.

    Activities

    4.1 Match business ideas to technology solutions.

    4.2 Group similar ideas to create modernization initiatives.

    4.3 Create future-state architecture diagrams.

    Outputs

    Identified strategic direction for data warehouse modernization

    Defined modernization initiatives

    Future-state architecture for data warehouse

    5 Establish a Modernization Roadmap

    The Purpose

    Validate and build out initiatives with business users.

    Define benefits and costs to establish ROI.

    Identify enablers and barriers to modernization.

    Key Benefits Achieved

    Completion of materials for a compelling business case and roadmap.

    Activities

    5.1 Validate use cases with business users.

    5.2 Define initiative benefits.

    5.3 Identify enablers and barriers to modernization.

    5.4 Define preliminary activities for initiatives.

    5.5 Evaluate initiative costs.

    5.6 Determine overall ROI.

    Outputs

    Validated modernization initiatives

    Data warehouse modernization roadmap

    Service Management Integration With Agile Practices

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    • Parent Category Name: Service Management
    • Parent Category Link: /service-management

    • Work efficiently and in harmony with Agile and service management to deliver business value.
    • Optimize the value stream of services and products.
    • Leverage the benefits of each practice.
    • Create a culture of collaboration to support a rapidly changing business.

    Our Advice

    Critical Insight

    Agile and Service Management are not necessarily at odds; find the integration points to solve specific problems.

    Impact and Result

    • Optimize the value stream of services and products.
    • Work efficiently and in harmony with Agile and service management to deliver business value.
    • Create a culture of collaboration to support a rapidly changing business.

    Service Management Integration With Agile Practices Research & Tools

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

    1. Service Management Integration With Agile Practices Storyboard – Use this deck to understand the integration points and how to overcome common challenges.

    Understand how service management integrates with Agile software development practices, and how to solve the most common challenges to work efficiently and deliver business value.

    • Service Management Integration With Agile Practices Storyboard

    2. Service Management Stakeholder Register Template – Use this tool to identify and document Service Management stakeholders.

    Use this tool to identify your stakeholders to engage when working on the service management integration.

    • ITSM Stakeholder Register Template

    3. Service Management Integration With Agile Practices Assessment Tool – Use this tool to identify key challenging integration points in your organization.

    Use this tool to identify which of your current practices might already be aligned with Agile mindset and which might need adjustment. Identify integration challenges with the current service management practices.

    • Service Management Integration With Agile Practices Assessment Tool
    [infographic]

    Further reading

    Service Management Integration With Agile Practices

    Understand how Agile transformation affects service management

    Analyst Perspective

    Don't forget about operations

    Many organizations believe that once they have implemented Agile that they no longer need any service management framework, like ITIL. They see service management as "old" and a roadblock to deliver products and services quickly. The culture clash is obvious, and it is the most common challenge people face when trying to integrate Agile and service management. However, it is not the only challenge. Agile methodologies are focused on optimized delivery. However, what happens after delivery is often overlooked. Operations may not receive proper communication or documentation, and processes are cumbersome or non-existent. This is a huge paradox if an organization is trying to become nimbler. You need to find ways to integrate your Agile practices with your existing Service Management processes.

    This is a picture of Renata Lopes

    Renata Lopes
    Senior Research Analyst
    Organizational Transformation Practice
    Info-Tech Research Group

    Executive Summary

    Your Challenge

    • Work efficiently and in harmony with Agile and service management to deliver business value.
    • Optimize the value stream of services and products.
    • Leverage the benefits of each practice.
    • Create a culture of collaboration to support a rapidly changing business.

    Common Obstacles

    • Culture clashes.
    • Inefficient or inexistent processes.
    • Lack of understanding of what Agile and service management mean.
    • Leadership doesn't understand the integration points of practices.
    • Development overlooks the operations requirement.

    Info-Tech's Approach

    • When integrating Agile and service management practices start by understanding the key integration points:
    • Processes
    • People and resources
    • Governance and org structure

    Info-Tech Insight

    Agile and Service Management are not necessarily at odds Find the integration points to solve specific problems.

    Your challenge

    Deliver seamless business value by integrating service management and Agile development.

    • Understand how Agile development impacts service management.
    • Identify bottlenecks and inefficiencies when integrating with service management.
    • Connect teams across the organization to collaborate toward the organizational goals.
    • Ensure operational requirements are considered while developing products in an Agile way.
    • Stay in alignment when designing and delivering services.

    The most significant Agile adoption barriers

    46% of respondents identified inconsistent processes and practices across teams as a challenge.
    Source: Digital.ai, 2021

    43% of respondents identified Culture clashes as a challenge.
    Source: Digital.ai, 2021

    What is Agile?

    Agile development is an umbrella term for several iterative and incremental development methodologies to develop products.

    In order to achieve Agile development, organizations will adopt frameworks and methodologies like Scaled Agile Framework (SAFe), Scrum, Large Scaled Scrum (LeSS), DevOps, Spotify Way of Working (WoW), etc.

    • DevOps
    • WoW
    • SAFe
    • Scrum
    • LeSS

    IT Governance

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    • 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.

    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

    The Rush Trap: Why "Move Fast and Break Things" Breaks Your Business

    • Large vertical image:

    Most business leaders think that the best way to beat the competition is to push their development teams harder and demand faster delivery. I've seen the opposite happen many times.

    When you prioritize "shipping fast" and "getting to market first," you often end up taking the longest time to succeed, because your team must spend months, sometimes years, addressing the problems caused by your haste. On the surface, things appear to be improving, but internally, they can feel overwhelming. You will notice this impact on your staff.

    This is the harsh truth about rushing IT development:

    Every Shortcut Creates Two New Problems

    Here's what really happens in the codebase when you tell your team to "just get it done fast": you don't do proper input validation and sanitization because you say, "We'll add that later." And then you have to deal with SQL injection attacks and data breaches for months. This wasted time could have been avoided by using simple parameterized queries and validation frameworks.

    In 2024, the average cost of a data breach was $4.88 million. 73% of these breaches require more than 200 days to resolve. You only code for the happy flow, but real users submit incorrect data, experience network timeouts, and encounter failures with third-party APIs. 

    Your app crashes more than it should because you didn't set up proper error handling, or circuit breakers, or graceful degradation patterns. I know these take time to implement, but what would you rather have? Customers abandoning it?

    Businesses lose an average of $5,600 per minute when their systems go down, and e-commerce sites can lose up to $300,000 per hour during busy times. Instead of fixing the root causes of problems, you just patch them up with quick fixes. Instead of proper garbage collection, that memory leak gets a band-aid restart script. Instead of being optimized, the slow database query is cached.

    Soon, you will find yourself struggling to keep your building intact.

    To keep up with technical debt, companies usually have to spend 23–42% of their total IT budget each year.

    You don't do full testing because "writing unit tests takes longer than manual testing." This approach does not include load testing, test-driven development, or integration testing. Your first real test is when you have paying customers in production. Companies that don't test their software properly have 60% more bugs in their products and spend 40% more time fixing them than companies that do.

    You start without being able to properly monitor and see what's going on. There are no logging frameworks, no application performance monitoring, and no health checks in place. When things go wrong—and they will—it's difficult to figure out what's amiss. Without proper monitoring, it takes an average of 4.5 hours to find and fix IT problems. With full observability tools, it only takes 45 minutes.

    It's easy to see that every shortcut you take today will cause two new problems tomorrow. Each of those problems makes two more. You're going to be in a lot of trouble with technical debt, security holes, and unstable systems soon. All because you were in a hurry to meet some random deadline.

    The true cost of rushing in those "move fast and break things" success stories is often overlooked. You don't guarantee a quick time to market when you rush code to market. You're just making sure that failure to market happens quickly. Remember that most Silicon Valley break-movers lose millions, but you never read about those; you only read about the 1 in 350 VC-backed companies that make it. That is a staggering 0.29%. I would not bet on that strategy just yet.

    Because code that is rushed doesn't just break once. It breaks all the time. In production. This issue arises when dealing with real customers. At the worst times. Your developers are putting out fires instead of adding new features. Instead of adding the features that the customer asked for, they're fixing race conditions at 2 AM. They're patching vulnerabilities in dependencies rather than creating the next version.

    According to research, developers in environments with a lot of technical debt spend 42% of their time on maintenance and bug fixes, while those in well-architected systems spend only 23% of their time on these tasks. Bad code drives up your infrastructure costs by requiring more servers to handle the same load. Your database runs slower because no one took the time to make the right indexes or make the queries run faster. Unoptimized applications typically require 3 to 5 times more infrastructure resources, directly impacting your cloud computing and operational costs.

    The costs of getting new customers go up because products that are rushed have higher churn rates. People stop using apps that crash a lot or don't work well. For example, 53% of mobile users will stop using an app if it takes longer than 3 seconds to load. It costs 5 to 25 times more to get a new customer than to keep an old one.

    In the meantime, what about your competitor who took an extra month to set up proper error handling, security controls, and performance optimization? They're growing smoothly while you're still working on the base.

    The Slow Way Is the Quick Way

    Let me tell you a myth that is costing you millions: The race isn't about speed unless you're in a real winner-take-all market with huge network effects. It's about lasting.

    There is usually room for more than one winner in most markets. Your real job isn't to be the first to market; it's to still be there when the "fast movers" fail because they owe too much money. The businesses that are the biggest in their markets aren't usually the first ones there. They are the ones who took the time to use excellent software engineering practices from the start. They used well-known security frameworks like the OWASP guidelines to make their systems safe, set up the right authentication and authorization patterns, and made sure their APIs were designed with security and resilience in mind from the start.

    Companies that have good security practices have 76% fewer security incidents and save an average of $1.76 million for every breach they avoid. They wrote code for failure scenarios using patterns like retry logic with exponential backoff, circuit breakers to stop failures from spreading, and bulkhead isolation to keep problems from spreading.

    They set up full logging and monitoring so they could find problems before customers did. Systems that are built well and have the right resilience patterns are up 99.9% of the time, while systems that are built quickly are up 95% to 98% of the time. While you may believe that 95% to 98% uptime is an acceptable figure to agree to, take a moment to consider what that actually translates to in terms of downtime for your availability metrics. Remember that you should only calculate the times you really want to be available. This is due to the fact that any unavailability during your downtime is not taken into account. But failures do not take your opening hours into consideration. 

    Successful companies used domain-driven design to get the business requirements right, made complete API documentation, and built automated testing suites that found regressions before deployment. Companies that do a lot of testing deliver features 2.5 times faster and with 50% fewer bugs after deployment.

    They made sure that their environments were always the same by using infrastructure as code, setting up the right CI/CD pipelines with automated security scanning and regression testing, and planning for horizontal scaling from the start.

    Companies that have mature DevOps practices deploy 208 times more often and have lead times that are 106 times faster, all while being more reliable.

    What This Means for Your Process of Development

    The truth is that your development schedule isn't about meeting deadlines. The purpose is to create systems that function effectively when real people use them in real-life situations with actual data and at a large scale. If your code crashes under load because you didn't use the right caching strategies or database connection pooling, it doesn't matter how fast it is to market.

    If you neglect to conduct security code reviews and utilize static analysis tools, the likelihood of hacking increases significantly.

    Think about the return on investment: putting in an extra 20–30% up front for the right architecture, security, and testing usually cuts the total cost of ownership by 60–80% over the life of the application.

    The first "delay" of 2 to 4 weeks for proper engineering practices saves 6 to 12 months of fixing technical debt later on.

    You have a simple choice: either take the time to follow excellent software engineering practices now, or spend the next two years telling customers why your system is down again while your competitors take your market share. The companies that last and eventually take over choose quality engineering over random speed. I leave it up to your imagination as to what multi-trillion-dollar company immediately comes to mind.

    I am always up for a conversation.

    Structure the Role of the DBA

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    • The traditional role of Database Administrators (DBAs) is shifting due to a variety of changes such as cloud databases, increased automation, close relations with development, and the need for more integration with the business at large. All this means that organizations will have to adapt to integrate a new type of DBA into IT.
    • Organizations often have difficulty establishing a refined and effective DBA structure based on repeatable and well-grounded processes.
    • The relationship between DBAs and the rest of IT (especially development) can often be problematic due to a lack of mutual co-operation and clear communication.
    • There is often confusion in organizations as how to approach staffing DBAs.

    Our Advice

    Critical Insight

    • An organization’s relative focus on operations or development is essential in determining many DBA related decisions. This focus can determine what kinds of DBAs to hire, what staffing ratios to use, the viability of outsourcing, and the appropriate reporting structure for DBAs.
    • Utilizing technological strategies such as database automation, effective auditing, and database consolidation to bolster the DBA team helps make efficient use of DBA staff and can turn a reactive environment into a proactive one.
    • Ensuring refined and regularly assessed processes are in place for change and incident management is essential for maintaining effective and structured database administration.

    Impact and Result

    • Right-size, support, and structure your DBA team for increased cost effectiveness and optimal productivity.
    • Develop a superior level of co-operation between DBAs and the rest of IT as well as the business at large.
    • Build an environment in which DBAs will be motivated and flourish.

    Structure the Role of the DBA Research & Tools

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

    1. Understand how Database Administrators are evolving

    Develop an effective structure for managing and supporting Database Administrators.

    • Storyboard: Structure the Role of the DBA

    2. Create the right Database Administrator roles to meet organizational needs

    Build a team that is relevant to the focus of the organization.

    • System Database Administrator
    • Application Database Administrator
    [infographic]

    2023-Q1 Research Agenda

    This 2023-Q1 research agenda slide deck provides you with a comprehensive overview of our most up-to-date published research. Each piece offers you valuable insights, allowing you to take effective decisions and informed actions. All TY|Info-tech research is backed by our team of expert analysts who share decades of IT and industry experience.

    Register to read more …

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    Analyze Your Service Desk Ticket Data

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    • Parent Category Name: Service Desk
    • Parent Category Link: /service-desk
    • Leverage your service desk ticket data to gain insights for your service desk strategy.

    Our Advice

    Critical Insight

    • Properly analyzing ticket data is challenging for the following reasons:
      • Poor ticket hygiene and unclear ticket handling means the data is often inaccurate or incomplete.
      • Service desk personnel are not sure where to start with analysis.
      • Too many metrics are tracked to parse actionable data from the noise.
    • Ticket data won’t give you a silver bullet, but it can help point you in the right direction.

    Impact and Result

    • Create an iterative framework for tracking metrics, keeping data clean, and actioning your data on day-to-day and month-to-month timelines.

    Analyze Your Service Desk Ticket Data Research & Tools

    Start here – read the Executive Brief

    Read our concise Executive Brief to find out why you should analyze your service desk ticket data, 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. Import your ticket data

    Enter your data into our tool. Compare your own ITSM ticket fields to improve ticket data moving forward.

    • Service Desk Ticket Analysis Tool

    2. Analyze your ticket data

    Use the ticket analysis tool as a guide to build your own operational dashboards to measure metrics over time. Gain actionable insights from your data.

    • Ticket Analysis Report

    3. Action your ticket data

    Use the data to communicate your findings to the business and leadership using the Ticket Analysis Report.

    [infographic]

    Further reading

    INFO-TECH RESEARCH GROUP

    Analyze Your Service Desk Ticket Data

    Take a data-driven approach to service desk optimization.

    EXECUTIVE BRIEF

    Analyst Perspective

    Photo of Benedict Chang, Research Analyst, Infrastructure & Operations, Info-Tech Research Group

    Benedict Chang
    Research Analyst, Infrastructure & Operations
    Info-Tech Research Group

    Photo of Ken Weston ITIL MP, PMP, Cert.APM, SMC, Research Director, Infrastructure & Operations, Info-Tech Research Group

    Ken Weston ITIL MP, PMP, Cert.APM, SMC
    Research Director, Infrastructure & Operations
    Info-Tech Research Group

    The perfect time to start analyzing your ticket data is now

    Service desks improve their services by leveraging ticket data to inform their actions. However, many organizations don’t know where to start. It’s tempting to wait for perfect data, but there’s a lot of value in analyzing your ticket data as it exists today.

    Start small. Track key tension metrics based on the out-of-the-box functionality in your tool. Review the metrics regularly to stay on track.

    By reviewing your ticket data, you’re going to get better organically. You’re going to learn about the state of your environment, the health of your processes, and the quality of your services. Regularly analyze your data to drive improvements.

    Make ticket analysis a weekly habit. Every week, you should be evaluating how the past week went. Every month, you should be looking for patterns and trends.

    Executive Summary

    Your Situation

    Leverage your service desk ticket data to gain insights for improving your operations:

    1. Use a data-based approach to allocate service desk resources.
    2. Design appropriate SLOs and SLAs to better service end users.
    3. Gain efficiencies for your shift-left strategy.
    4. Communicate the current and future value of the service desk to the business.

    Common Obstacles

    Properly analyzing ticket data is challenging for the following reasons:

    • Poor ticket hygiene and unclear ticket handling guidelines can lead to untrustworthy results.
    • Undocumented tickets from various intake channels prevents you from seeing the whole picture.
    • Service desk personnel are not sure where to start with analysis and are too busy to find time.
    • Too many metrics are tracked to parse actionable insights from the noise.

    Info-Tech’s Approach

    Info-Tech’s approach to improvement:

    • To reduce the noise, standardize your ticket data in a format that will ease analysis.
    • Start with common analyses using the cleaned data set.
    • Identify action items based on your ticket data.

    Analyze your ticket data to help continually improve your service desk.

    Slow down. Give yourself time.

    Give yourself time to observe the new metrics and draw enough insights to make recommendations for improvement. Then, execute on those recommendations. Slow and steady improvement of the service desk only adds business value and will have a positive impact on customer satisfaction.

    Your challenge

    This research is designed to help service desk managers analyze their ticket data

    Analyzing ticket data involves:

    • Collecting ticket data and keeping it clean. Based on the metrics you’re analyzing, define ticket expectations and keep the data up to date.
    • Showing the value of the service desk. SLAs are meaningless if they are not met consistently. The prerequisite to implementing proper SLAs is fully understanding the workload of the service desk.
    • Understanding – and improving – the user experience. You cannot improve the user experience without meaningful metrics that allow you to understand the user experience. Different user groups will have different needs and different expectations of the level of service. Your metrics should reflect those needs and expectations.

    36% of organizations are prioritizing ticket handling in IT for 2021 (Source: SDI, 2021)

    12% of organizations are focusing directly on service desk improvement (Source: SDI, 2021)

    Common obstacles

    Many organizations face these barriers to analyzing their ticket data:

    • Finding time to properly analyze ticket data is a challenge. Not knowing where to start can lead to not analyzing the proper data. Service desks end up either tracking too much data or not tracking the proper metrics.
    • Data, even if clean, can be housed in various tools and databases. It’s difficult to aggregate data if the data is stored throughout various tools. Comparisons may also be difficult if the data sets aren’t consistent.
    • Shifting left to move tickets toward self-service is difficult when there is no visibility into which tickets should be shifted left.

    What your peers are saying about why they can’t start analyzing their ticket data:

    • “My technicians do not consistently update and close tickets.”
    • “My ITSM doesn’t have the capabilities I need to make informed decisions on shifting tickets left.”
    • “My tickets are always missing data”
    • “I’m constantly firefighting. I have no time for ticket data analysis.”
    • “I have no idea where to start with the amount of data I have.”
    (Source: Info-Tech survey, 2021; N=20.)

    Common obstacles that prevent effective ticket analysis

    We asked IT service desk managers and teams about their biggest hurdles

    Missing or Inaccurate Information
    • Lack of information in the ticket
    • Categories are too general/specific to draw insights
    • Poor ticket hygiene
    Missing Updates
    • Tickets aren’t updated while being resolved
    Correlating Tickets to Identify Trends
    • Not sure where to start with all the data at hand
    No Time
    • No time to figure out the tool or analyze the data properly
    Ineffective Categorization Schemes
    • Reduces the power of ticket data
    Tool Limitations
    • Can’t be easily customized
    • Too customized to be effective
    • Desired dashboards unavailable
    (Source: Info-Tech survey, 2021; N=20)

    Info-Tech’s approach

    Repeat this analysis every business cycle:

    • Gather Your Data
      Collect your ticket data OR start measuring the right metrics.
    • Extract & Analyze
      Organize and visualize your data to extract insights
    • Action the Results
      Implement low-effort improvements and celebrate quick successes.
    • Implement Larger Changes
      Reference your ticket data while implementing process, tooling, and other changes.
    • Communicate the Results
      Use your data to show the value of your effort.

    Measure the value of this blueprint

    Track these metrics as you improve

    Use the data to tell you which aspects of IT need to be shifted left and which need to be automated

    Your data will show you where you can improve.

    As you act on your data, you should see:

    • Lower costs per ticket
    • Decreased average time to resolve
    • Increased end-user satisfaction
    • Fewer tickets escalated beyond Tier 1

    An illustration of the 'Shift Left Strategy' using three line graphs arranged in a table with the same axes but representing different metrics. The header row is 'Metrics,' then values of the x-axes are 'Auto-Fix,' 'User,' 'Tier 1,' 'Tier2/Tier3,' and 'Vendor.' Under 'Metrics' we see 'Cost,' 'Time,' and 'Satisfaction.' The 'Cost' graph begins 'Low' at 'Auto-Fix' and gradually moves to 'High' at 'Vendor.' The 'Time' graph begins 'Low' at 'Auto-Fix' and gradually moves to 'High' at 'Vendor.' The 'Satisfaction' graph begins 'High' at 'Auto-Fix' and gradually moves to 'Low' at 'Vendor.' Below is an arrow directing us away from the 'Vendor' option and toward the 'Auto-Fix' option, 'Shift Ticket Resolution Left.'

    See Info-Tech’s blueprint Optimize the Service Desk With a Shift-Left Strategy.

    Info-Tech’s methodology for analyzing service desk tickets

    1. Import Your Ticket Data 2. Analyze Your Ticket Data 3. Communicate Your Insights
    Phase Steps
    1. Import Your Ticket Data
    1. Analyze High-Level Ticket Data
    2. Analyze Incidents, Service Requests, and Ticket Categories
    1. Build Recommendations
    2. Action and Communicate Your Ticket Data
    Phase Outcomes Enter your data into our tool. Compare your own ITSM ticket fields to improve ticket data moving forward. Use the Service Desk Ticket Analysis Tool as a guide to build your own operational dashboards to measure metrics over time. Gain actionable insights from your data. Use the data to communicate your findings to the business and leadership using the Ticket Analysis Report.

    Insight summary

    Slow down. Give yourself time.

    Give yourself time to observe the new metrics and draw enough insights to make recommendations for improvement. Then, execute on those recommendations. Slow and steady improvement of the service desk only adds business value and will have a positive impact on customer satisfaction.

    Iterate on what to track rather than trying to get it right the first time.

    Tracking the right data in your ticket can be challenging if you don’t know what you’re looking for. Start with standardized fields and iterate on your data analysis to figure out your gaps and needs.

    If you don’t know where to go, ticket data can point you in the right direction.

    If you have service desk challenges, you will need to allocate time to process improvement. However, prioritizing your initiatives is easier if you have the ticket data to point you in the right direction.

    Start with data from one business cycle.

    Service desks don’t need three years’ worth of data. Focus on gathering data for one business cycle (e.g. three months). That will give you enough information to start generating value.

    Let the data do the talking.

    Leverage the data to drive organizational and process change in your organization by tracking meaningful metrics. Choose those metrics using business-aligned goals.

    Paint the whole picture.

    Single metrics in isolation, even if measured over time, may not tell the whole story. Make sure you design tension metrics where necessary to get a holistic view of your service desk.

    Blueprint deliverables

    This blueprint’s key deliverable is a ticket analysis tool. Many of the activities throughout this blueprint will direct you to complete and interpret this tool. The other main deliverable is a stakeholder presentation template to help you document the outcomes of the project.
    Service Desk Ticket Analysis Tool Ticket Analysis Report
    Use this tool to identify trends and patterns in your ticket data to action improvement initiatives.

    Sample of the Service Desk Ticket Analysis Tool blueprint deliverable.

    Use this template to document the justification for addressing service desk improvement, the results of your analysis, and your next steps.

    Sample of the Ticket Analysis Report blueprint deliverable.

    Blueprint benefits

    IT Benefits

    • Discover and implement the proper metrics to improve your service desk
    • Use a data-based approach to improve your customer service and operational goals
    • Increase visibility with the business and other IT departments using a structured presentation

    Business Benefits

    • Quicker resolutions to incidents and service requests
    • Better expectations for the service desk and IT
    • Better visibility into the current state, challenges, and goals of the service desk
    • More effective support when contacting the service desk

    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 3-4 calls over the course of 2-3 months.

    What does a typical GI on this topic look like?

      Phase 1

    • Call #1: Scope requirements, objectives, and your specific challenges. Enter your data into the tool.
    • Phase 2

    • Call #2: Assess the current state across the different dashboards.
    • Phase 3

    • Call #3: Identify improvements and insights to include in the communication report.
    • Call #4: Review the service desk ticket analysis report.

    PHASE 1

    Import Your Ticket Data

    This phase will walk you through the following activities:

    • 1.1.1 Define your objectives for analyzing ticket data
    • 1.1.2 Identify success metrics
    • 1.1.3 Import your ticket data into the tool
    • 1.1.4 Update your ticket fields for future analysis

    This phase involves the following participants:

    • Service Desk Manager
    • ITSM Manager
    • Service Desk Technician

    1.1.1 Define your objectives for analyzing ticket data

    Input: Understanding of current service desk process and ticket routing

    Output: Defined objectives for the project

    Materials: Whiteboard/flip charts, Ticket Analysis Report

    Participants: Service Desk Staff, Service Desk Manager, IT Director, CIO

    Use the discussion questions below as a guide
    1. Identify your main objective for analyzing ticket data. Use these three sample objectives as a starting point:
      • Demonstrate value to the business by improving customer service.
      • Improve service desk operations.
      • Reduce the number of recurring incidents.
    2. Answer the following questions as a group:
      • What challenges do you have getting accurate data for this objective?
      • What data is missing for supporting this objective?
      • What kind of issues must be solved for us to make progress on achieving this objective?
      • What decisions are held up from a lack of data?
      • How can better ticket data help us to more effectively manage our services and operations?

    Document in the Ticket Analysis Report.

    1.1.2 Identify success metrics

    Select metrics that will track your progress on meeting the objective identified in Activity 1.1.1.

    Input: Understanding of current service desk process and ticket routing

    Output: Defined objectives for the project

    Materials: Whiteboard/flip charts, Ticket Analysis Report

    Participants: Service Desk Manager, IT Director, CIO

    Use these sample metrics as a starting point:
    Demonstrate value to the business by improving customer service
    Ticket trends by category by month # tickets by business department % SLAs met by IT teams
    Average customer satisfaction rating % incident tickets closed in one day Service request SLAs met by % Annual IT satisfaction survey result
    Improve service desk operations
    Incident tickets assigned, sorted by age and priority Scheduled requests for today and tomorrow Knowledgebase articles due for renewal this month Top 5-10 tickets for the quarter
    Unassigned tickets by age # incident tickets assigned by tech Open tickets by category Backlog summary by age
    Reducing the number of recurring incidents
    # incidents by category and resolution code Number of problem tickets opened and resolved Correlation of ticket volume trends to events Reduction of volume of recurring tickets
    Use of knowledgebase by users Use of self-service for ticket creation Use of service catalog Use of automated features (e.g. password resets)
    Average call hold time % calls abandoned Average resolution time Number of tickets reopened

    Document in the Ticket Analysis Report.

    Inefficient ticket-handling processes lead to SLA breaches and unplanned downtime

    Analyze the ticket data to catch mismanaged or lost tickets that lead to unnecessary escalations and impact business profitability

    • Ticket Category – Are your tickets categorized by type of asset? By service?
    • Average Ticket Times – How long does it take to resolve or fulfill tickets?
    • Ticket Priority – What is the impact and urgency of the ticket?
    • SLA/OLA Violations – Did we meet our SLA objectives? If not, why?
    • Ticket Channel – How was the issue reported or ticket received?
    • Response and Fulfillment – Did we complete first contact resolution? How many times was it transferred?
    • Associated Tasks and Tickets – Is this incident associated with any other tasks like change tickets or problem tickets?

    Encourage proper ticket-handling procedures to enable data quality

    Ensure everyone understands the expectations and the value created from having ticket data that follows these expectations

    • Create and update tickets, but not at the expense of good customer service. Agents can start the ticket but shouldn’t spend five minutes creating the ticket when they should be troubleshooting the problem.
    • Update the ticket when the issue is resolved or needs to be escalated. If agents are escalating, they should make sure all relevant information is passed along within the ticket to the next technician.
    • Update user of ETA if issue cannot be resolved quickly.
    • Ticket templates for common incidents can lead to fast creation, data input, and categorizations. Templates can reduce the time it takes to create tickets from two minutes to 30 seconds.
    • Update categories to reflect the actual issue and resolution.
    • Reference or link to the knowledgebase article as the documented steps taken to resolve the incident.
    • Validate with the client that the incident is resolved; automate this process with ticket closure after a certain time.
    • Close or resolve the ticket on time.

    Info-Tech Insight

    Ticket handling ensures clean handovers, whether it is to higher tiers or back to the customer. When filling the ticket out with information intended for another party, ensure the information is written for their benefit and from their point of view.

    Service Desk Ticket Analysis Tool overview

    The Service Desk Ticket Analysis Tool will help you standardize your ticket data in a meaningful format that will allow you to apply common analyses to identify the actions you need to take to improve service desk operations

    TABS 1 & 2
    INSTRUCTIONS & DATA ENTRY
    TAB 3 : TICKET SUMMARY
    TICKET SUMMARY DASHBOARDS
    TABS 4 to 8: DASHBOARDS
    INCIDENT SERVICE REQUEST CATEGORY
    Sample of the Service Desk Ticket Analysis Tool, tabs 1 & 2.
    Input at least three months of your exported ticket data into the corresponding columns in the tool to feed into the common analysis graphs in the other tabs.
    Sample of the Service Desk Ticket Analysis Tool, tab 3.
    This tab contains multiple dashboards analyzing how tickets come in, who requests them, who resolves them, and how long it takes to resolve them.
    Sample of the Service Desk Ticket Analysis Tool, tabs 4 to 8.
    These tabs each have dashboards outlining analysis on incidents and service requests. The category tab will allow you to dive deeper on commonly reported issues.

    1.1.3 Import your data into our Service Desk Ticket Analysis Tool

    You can still leverage your current data, but use this opportunity to improve your service desk ticket fields down the line

    Input: ITSM data log

    Output: Populated Service Desk Ticket Data Analysis Tool

    Materials: Whiteboard/flip charts, Service Desk Ticket Analysis Tool

    Participants: Service Desk Manager, Service Desk Technicians

    Start here:

    • Extract your ticket data from your ITSM tool in an Excel or text format.
    • Look at the fields on the data entry tab of the Service Desk Ticket Analysis Tool.
    • Fill the fields with your ticket data by copying and pasting relevant sections. It is okay if you don’t have all the fields, but take note of the fields you are missing.
    • With the list of the fields you are missing, run through the following activity to decide if you will need to adopt or add fields to your own service desk ticket tool.
    Fields Captured
    Ticket Number Open Date
    Open Time Closed Date
    Closed Time Intake Channel
    Time to Resolve Site Location
    First Contact Resolution Resolution Code
    Category (I, II, III) Ticket Type (Request or Incident)
    Status of Ticket Resolved by Tier
    Ticket Priority Requestor/Department
    SLA Fulfilled Subject
    Technician

    When entering your data, pay close attention to the following fields:

    • Time to Resolve: This is automatically calculated using data in the Open Date, Open Time, Close Date, and Close Time fields. You have three options for entering your data in these fields:
      1. Enter your data as the fields describe. Ensure your data contain only the field description (e.g. Open Date separated from Open Time). If your data contain Open Date AND Open Time, Excel will not show both.
      2. Enter your data only in Open Date and Close Date. If your ITSM does not separate date and time, you can keep the data in a single cell and enter it in the column. The formula in Time to Resolve will still be accurate.
      3. If your ITSM outputs Time to Resolve, overwrite the formula in the Time to Resolve column.
    • SLA: If your ITSM outputs SLA fulfilled: Y/N, enter that directly into the SLA Fulfilled column.
    • Blank Columns: If you do not have data for all the columns, that is okay. Continue with the following activity. Note that some stock dashboards will be empty if that is the case.
    • Incidents vs. Service Requests: If you separate incidents and service requests, be sure to capture that in the SR/Incident for Tabs 4 and 5. If you do not separate the two, then you will only need to analyze Tab 3.
    Fields Captured
    Ticket Number Open Date
    Open Time Closed Date
    Closed Time Intake Channel
    Time to Resolve Site Location
    First Contact Resolution Resolution Code
    Category (I, II, III) Ticket Type (Request or Incident)
    Status of Ticket Resolved by Tier
    Ticket Priority Requestor/Department
    SLA Fulfilled Subject
    Technician

    Use Info-Tech’s tool instead of building your own. Download the Service Desk Ticket Analysis Tool.

    1.1.4 Update your ticket fields for future analysis

    Input: Populated Service Desk Ticket Data Analysis Tool

    Output: New ticket fields to track

    Materials: Whiteboard/flip charts, Service Desk Ticket Analysis Tool

    Participants: Service Desk Manager, Service Desk Technicians

    As a group, pay attention to the ticket fields populated in the tool as well as the ticket fields that you were not able to populate. Use the example “Fields Captured” table to the right, which lists all fields present in the ticket analysis tool.

    Discuss the following questions:

    1. Consider the fields not captured. Would it be valuable to start capturing that data for future analysis?
    2. If so, does your ITSM support that field?
    3. Can you make the change in-house or do you have to bring in an external ITSM administrator to make the change?
    4. Capture the results in the Ticket Analysis Report.
    Example: Fields Captured - Fields Not Captured
    Ticket Number Open Date
    Open Time Closed Date
    Closed Time Intake Channel
    Time to Resolve Site Location
    First Contact Resolution Resolution Code
    Category (I, II, III) Ticket Type (Request or Incident)
    Status of Ticket Resolved by Tier
    Ticket Priority Requestor/Department
    SLA Fulfilled Subject
    Technician

    Document in the Ticket Analysis Report.

    Info-Tech Insight

    Don’t wait for your ticket quality to be perfect. You can still draw actions from your ticket data. They will likely be process improvements initially, but the exercise of pulling the data is a necessary first step.

    Common ticket fields tracked by your peers

    Which of these metrics do you track and action?

    • Remember you don’t have to track every metric. Only track metrics that are actionable.

    For each metric that you end up tracking:

    • Look for trends over time.
    • Brainstorm reasons why the metric could rise or fall.

    Associate a metric with each improvement you execute.

    • Performing this step will allow you to better see the value from your team’s efforts.
    • It will also give you a quicker response than waiting for spikes in your data.

    A bar chart of 'Metrics tracked by other organizations' with the x-axis populated by different metrics and the y-axis as '% organizations who track the metric'. The highest percentage of businesses track 'Ticket volume', then 'Ticket trends by category', then 'Tickets by business units'. The lowest three shown are 'Reopened tickets', 'Cost per ticket', and 'Other'.(Source: Info-Tech survey, 2021; N=20)

    PHASE 2

    Analyze Your Ticket Data

    This phase will walk you through the following activities:

    • 2.1.1 Review high-level ticket dashboards
    • 2.2.1 Review incident, service request, and ticket category dashboards

    This phase involves the following participants:

    • Service Desk Manager
    • Service Desk Technicians
    • IT Managers

    Visualize your ticket data as a first step to analysis

    Identifying trends is easier when looking at diagrams, graphs, and figures

    Start your analysis with common visuals employed by other service desk professionals

    • Phase 2 will walk you through visualizing your data to get a better understanding of your ticket intake, incident management, and service request management.
    • Each step will walk you through:
      • Common visualizations used by service desks
      • Patterns to look for in your visualizations
      • Actions to take to address negative patterns and to continue positive trends
    • Share diagrams that underscore both the value being provided by the service desk as well as the scope of the pain points. Use Info-Tech’s Ticket Analysis Report template as a starting point.

    “Being able to tell stories with data is a skill that’s becoming ever more important in our world of increasing data and desire for data-driven decision making. An effective data visualization can mean the difference between success and failure when it comes to communicating the findings of your study, raising money for your nonprofit, presenting to your board, or simply getting your point across to your audience.” - Cole Knaflic, Founder and CEO, Storytelling with Data: A Data Visualization Guide for Business Professionals

    Use the detailed dashboards to determine the next steps for improvement

    A single number doesn’t tell the whole picture

    Analyze trends over time:

    • Analyze trends by day, by week, by month, and by year to determine:
      • When are the busy periods? (E.g. Do tickets tend to spike every morning, every Monday, or every September?)
      • When are the slow periods? (E.g. Do tickets drop at the end of the day, at midday, on Fridays, or over the summer?)
    • Are spikes or drops in volume consistent trends or one-time anomalies?

    Then build a plan to address them:

    • How will you handle volume spikes, if they’re consistent?
    • What can your resources work on during slow times, if they are consistent?
    • If you assume no shrinkage, can you handle the peaks in volume if you make all FTEs available to work on tickets at a certain time of day?

    Sample of a bar chart comparing tickets that were 'Backlog versus Closed by Month Opened'.

    Look for seasonal trends. In this example, we see high ticket volumes in May and January, with lower ticket volumes in June and July when many staff are taking holidays. However, also be careful to look at the big picture of how you pulled the data. August through October sees a high volume of open tickets because the data set is pulled in November, not because there’s a seasonal spike on tickets not closing at the end of the fiscal year.

    Track ticket data over time

    Make low-effort adjustments before major changes

    Don’t rush to a decision based off the first numbers you see

    Review ticket summary dashboard

    Ideally, you should track ticket patterns over an entire year to get a full sense of trends within each month of the year. At minimum, track for 30 days, then 60, then 90, and see if anything changes. The longer you can track ticket patterns, the more accurate your picture will be.

    Review additional dashboards

    If you separate incidents and service requests, and you have accurate ticket categories, then you can use these dashboards to further break down the data to identify ticket trends.

    The output of the ticket analysis will only be as accurate as its input.
    To get the most accurate results, first ensure your data is accurate, then analyze it over as much time as possible. Aggregating with accurate data will give you a better picture of the trends in demand that your service desk sees.

    Not separating incidents and service requests? Need to fix your ticket categories? Visit Standardize the Service Desk to get started.

    Analyze incidents and requests separately

    Each type has its own set of customer experiences and expectations

    • Different ticket types are associated with radically different prioritization, routing, and service levels. For instance, most incidents are resolved within a business day, but requests take longer to implement.
    • If you fail to distinguish between ticket types, your metrics will obscure service desk performance.
    • From a ticket analysis standpoint, separating ticket types prior to analysis or, better yet, at intake allows for cleaner data. In turn, this means more structured analyses, better insights, and more meaningful actions. Not separating ticket types may still get you to the same conclusions, but it will be much more difficult to sift through the data.

    Incident

    An unanticipated interruption of a service.
    The goal of incident management is to restore the service as soon as possible, even if the resolution involves a workaround.

    Request

    A generic description for a small change or service access.
    Requests are small, frequent, and low risk. They are best handled by a process distinct from incident, change, and project management.

    Not separating incidents and service requests? Need to fix your ticket categories? Visit Standardize the Service Desk to get started.

    Step 2.1

    Analyze Your High-Level Ticket Data

    Dashboards
    • Ticket Volume
    • Ticket Intake
    • Ticket Handling and Resolution
    • Ticket Categorization

    This step will walk you through the following activities:

    Visualize the current state of your service desk.

    This step involves the following participants:

    • Service Desk Manager
    • Service Desk Technicians
    • IT Managers

    Outcomes of this step

    Build your metrics baseline to compare with future metric results.

    Dashboards: Ticket Volume

    Example of a dashboard for ticket volume with two bar charts, one breaking down volume by month, and the other marking certain days or weeks in each month.

    Analyze your data for insights

    • Analyze volume trends by day, by week, by month, and by year to determine:
      • When are the busy periods? (E.g. Do tickets tend to spike every morning, every Monday, or every September?)
      • When are slow periods? (E.g. Do tickets drop at the end of the day, at midday, on Fridays, or over the summer?)
    • Are spikes or drops in volume consistent trends or one-time anomalies?
    • What can your resources be working on during slow times? Are you able to address ticket backlog?

    Dashboards: Ticket Intake

    Example of a dashboard for ticket intake with three bar charts, one breaking it down by 'Intake Channel', one by 'Requestor/Department', and one by 'Location'.

    Analyze your data for insights

    • Determine how to drive intake to the most appropriate solution for your organization:
      • A web portal is the most efficient intake method, but it must be user friendly to increase its adoption.
      • The phone should be available for urgent requests or incidents. Encourage those who call with a request to submit a ticket through the portal.
      • Discourage use of email if it is unstructured, as users don’t provide enough detail, and often two or three transactions are required for triage.
      • If walk-ups are encouraged, structure and formalize the support so it can be resourced and managed rather than interrupt-driven.

    Dashboard: Ticket Handling and Resolution

    Example of a dashboard for ticket handling and resolution with three bar charts, one breaking down 'Tickets Resolved by Technician', one by 'Tier', and one by 'Average Time to Resolve (Hours)'.

    Analyze your data for insights

    • Look at your ticket load by technician and by tier. This is an essential step to set your baseline to measure your shift-left initiatives. If you are focusing on self-service or Tier 1 training, the ticket load from higher tiers should decrease over time.
    • If Tiers 2 and 3 are handling the majority of the tickets, this could be a red flag indicating tickets are inappropriately escalated or Tier 1 could use more training and support.
    • For average time to resolve and average time to resolve by tier, are you meeting your SLAs? If not, are your SLAs too aggressive? Are tickets left open and not properly closed?

    Dashboard: Ticket Categorization

    Analyze your data for insights

    • Ticket categorization is critical to clean data. Having a categorization scheme with categories that are miscellaneous, too specific, or too general easily leads to inaccurate reporting or confusing workflows for technicians.
    • When looking at your ticket categories, first look for duplicate categories that could be collapsed into one.
    • Also look at your top five to seven categories and see if they make sense. Are these good candidates in your organization for automation or shift-left?
    • Compare your Tier 1 categories. The level of specificity for these categories should be comparable to easily run reports. If they are not, assess the need for a category redesign.

    Example of a dashboard for ticket categorization with one horizontal bar chart, 'Incident Ticket Volume by Level 1 Category'.

    Step 2.2

    Analyze Incidents, Service Requests, and Ticket Categories

    Dashboards
    • Incidents
    • Service Requests
    • Volume by Ticket Category
    • Resolution Times by Priority and/or Category
    • Tabs for More Granular Investigation and Reporting

    This step will walk you through the following activities:

    Visualize your incident and service request ticket load and analyze trends. Use this information and cross reference data sets to gain a holistic view of how the service desk interacts with IT and the business.

    This step involves the following participants:

    • Service Desk Manager
    • Service Desk Technicians
    • IT Managers

    Outcomes of this step

    Gain actionable, data-driven improvements based on your incident and service request data. Show the value of the service desk and highlight improvements needed.

    Incident and Service Requests Dashboard: Priority and SLA

    Example of an Incident and Service Requests dashboard for priority and SLA with three charts, one breaking down 'Incident Priority', one 'Average time to resolve (in hours) by priority', and one '% of SLA met'.

    Analyze your data for insights

    • Your ticket priority distribution for overall load and time to resolve (TTR) should look something like above with low-priority tickets having higher load and TTR and high/critical-priority tickets having a lower load and lower TTR. If it is reversed, that is a good indication that the service desk is too reactive or isn’t properly prioritizing its work.
    • If your SLA has a high failure rate, consider reassessing your targets with SLOs that you can meet before publishing them as achievable SLAs.

    Incident and Service Requests Dashboard: Priority and SLA

    Example of an Incident and Service Requests dashboard for resolution and close with three bar charts, one breaking down 'Incident Volume by Resolution Code', one 'Incidents Resolved by Tier', and one 'Average time to resolve (in hours) by Resolution Code'.

    Analyze your data for insights

    • Examine your ticket handling by looking at ticket status and resolution codes.
      • If you have a lot of blanks, then tickets are not properly handled. Consider reinforcing your standards for close codes and statuses.
      • Alternatively, if tickets are left open, you may have to build follow-ups on stale tickets into your process or introduce proper auto-close processes.

    Category, Resolution Time, and Resolution Code Dashboards

    These PivotCharts allow you to dig deeper

    Investigate whether there are trends in ticket volume and resolution times within specific categories and subcategories

    Tab 6, Category Dashboard; tab 7, Resolution Time Dashboard; and tab 8, Resolution Code Dashboard are PivotCharts. Use these tabs to investigate whether there are trends in ticket volume, resolution times, and resolution codes within specific categories and subcategories.

    Start with the charts that are available. The +/- buttons will allow you to show more granular information. By default, this granularity will be into the levels of the ticket categorization scheme.

    For most categorization schemes, there will be too many categories to properly graph. You can apply a filter to investigate specific categories by clicking on the drop-down buttons.

    Example of dashboards featured on next slide

    Use these tabs for more granular investigation and reporting

    TAB 6
    CATEGORY DASHBOARD
    TAB 7
    RESOLUTION TIME DASHBOARD
    TAB 8
    RESOLUTION TIME DASHBOARD
    Sample of the 'Ticket Volume by Second, Third Level Category' dashboard tab.
    Investigate ticket distributions in first, second, and third levels. Are certain categories overcrowded, suggesting they can be split? Are certain categories not being used?
    Sample of the 'Average Resolution Times' dashboard tab.
    Do average resolution times match your service level agreements? Do certain categories have significantly different resolution times? Are there areas that can benefit from shift-left?
    Sample of the 'Volume of Resolution Codes' dashboard tab.
    Are resolution codes being accurately used? Are there trends in resolution codes? Are these codes providing sufficient information for problem management?

    PHASE 3

    Communicate Your Insights

    This phase will walk you through the following activities:

    • 3.1.1 Review common recommendations
    • 3.2.1 Review ticket reports daily
    • 3.2.2 Incorporate ticket data into retrospectives and team updates
    • 3.2.3 Regularly review trends with business leaders
    • 3.2.4 Tell a story with your data

    This phase involves the following participants:

    • Service Desk Manager
    • Service Desk Technicians
    • IT Managers

    Step 3.1

    Build Recommendations Based on Your Ticket Data

    Activities
    • 3.1.1 Review common recommendations

    This step will walk you through the following activities:

    Review common recommendations as a first step to extracting insights from your own data.

    This step involves the following participants:

    • Service Desk Manager
    • Service Desk Technicians

    Outcomes of this step

    You will gain an understanding of the common challenges with service desks and ticket analysis in general. See which ones apply to you to inform your ticket data analysis moving forward.

    Review these common recommendations

    1. Fix your ticket categories
      Organize your ticket categorization scheme for proper routing and reporting.
    2. Focus more on self-service
      Self-service is essential to enable shift-left strategies. Focus on knowledgebase processes and portal ease of use.
    3. Update your service catalog
      Improve your service catalog, if necessary, to make it easy for end users to request services and for the service desk to provide those services.
    4. Direct volume toward other channels
      Walk-ups make it more difficult to properly log tickets and assign service desk resources. Drive volume to other channels to improve your ticket quality.
    5. Crosstrain Tier 1 on certain topics
      Tier 1 breadth of knowledge is essential to drive up first contact resolution.
    6. Build more automation
      Identify bottlenecks and challenges with your ticket data to streamline ticket handling and resolution.
    7. Revisit service level agreements
      Update your SLAs and/or SLOs to prioritize expectation management for your end users.
    8. Improve your data quality
      You can only analyze data that exists. Revisit your ticket-handling guidelines and more regularly check tickets to ensure they comply with those standards.

    Optimize your processes and look for opportunities for automation

    Leverage Info-Tech research to improve service desk processes

    Review your service desk processes and tools for optimization opportunities:

    • Clearly establish ticket-handling guidelines.
    • Use ticket templates to reduce time spent entering tickets.
    • Document incident management and service request fulfillment workflows and eliminate any unnecessary steps.
    • Automate manual tasks wherever possible.
    • Build or improve a self-service portal with a knowledgebase to allow users to resolve their own issues, reducing incoming ticket volume to the service desk.
    • Optimize your internal knowledgebase to reduce time spent troubleshooting recurring issues.
    • Leverage AI capabilities to speed up ticket processing and resolution.

    Standardize the Service Desk

    This project will help you build and improve essential service desk processes, including incident management, request fulfillment, and knowledge management.

    Optimize the Service Desk With a Shift-Left Strategy

    This project will help you build a strategy to shift service support left to optimize your service desk operations and increase end-user satisfaction.

    Step 3.2

    Action and Communicate Your Ticket Data

    Activities
    • 3.2.1 Review your ticket queues daily
    • 3.2.2 Incorporate ticket data into retrospectives and team status updates
    • 3.2.3 Regularly review trends with business leaders
    • 3.2.4 Tell a story with your data

    This step will walk you through the following activities:

    Organize your scrums to report on the metrics that will inform daily and monthly operations.

    This step involves the following participants:

    • Service Desk Manager
    • Service Desk Technicians
    • IT Managers

    Outcomes of this step

    Use the dashboards and data to inform your daily and monthly scrums.

    3.2.1 Review your ticket queues daily

    Clean data is still useless if not used properly

    • The metrics you’ve chosen to measure and visualize in the previous step are useful for informing your day-to-day, week-to-week, and month-to-month strategies for the service desk and IT. Conduct scrums daily to action your dashboard data to help clear ticket queues.
    • Reference your dashboards daily with each IT team.
    • You need to have a dashboard of open tickets assigned to each team.

    Review Daily

    • Ticket volume over the last day (look for spikes)
    • SLA breach risks/SLA breaches
    • Recurring incidents
    • Tickets open
    • Tickets handed over (confirmation of handover)

    3.2.2 Incorporate ticket data into retrospectives and team status updates

    Explain your metric spikes and trends

    • Hold weekly or monthly meetings to review the ticket trends selected during Phases 1 and 2 of this blueprint.
    • Review ticket spikes, identify seasonal trends, and discuss root causes (e.g. projects/changes going live, onboarding blitz).
    • Discuss any actions associated with spikes and seasonal trends (e.g. resource allocation, hiring, training).
    • You can incorporate other IT leaders or departments in this meeting as needed to discuss action items for improvement, quality assurance concerns, customer service concerns, and/or operating level agreement concerns.

    Review Weekly/Monthly

    • Ticket volume
    • Ticket category by priority level over time
    • Tickets from different business groups, VIP groups, and different vertical levels
    • Tickets escalated, tickets that didn’t need to be escalated, tickets that were incorrectly escalated
    • Ticket priority levels over time
    • Most requested services
    • Tickets resolved by which group over time
    • Ability to meet SLAs and OLAs over time by different groups

    3.2.3 Regularly review trends with business leaders

    Use your data to help improve business relationships

    Review the following with business leaders:

    • Volume of work done this past time cycle for the leader’s group
    • Trends and spikes in the data and possible explanations for them (note: get their input on the potential causes of trends)
    • Improvements you plan to execute within the service desk
    • Action items you need from the business leader

    Use your data to show the value you provide to the group. Schedule quarterly meetings with the heads of different business groups to discuss the work that the service desk does for each group.

    Show trends in incidents and service requests: “I see you have a spike in CRM tickets. I’ve been working with the CRM team to address this issue.”

    3.2.4 Tell a story with your data

    Effectively communicate with the business and leadership

    • With your visualized metrics, organize your story into a presentation for different stakeholder groups. You can use the Ticket Analysis Report as a starting point to provide data about:
      • Value provided by the service desk
      • Successes
      • Opportunities for Improvements
      • Current state of KPIs
    • Include information about the causes of data trends and actions you will take in response to the data.
    • For each of these themes, look at the metrics you’ve chosen to track and see which ones fit to tell the story. Let the data do the talking.
    • Consider supplementing the ticket data with data from other systems. For example, you can include data on transactional customer satisfaction surveys, knowledgebase utilization, and self-service utilization.

    Sample of the Ticket Analysis Report.

    Download the Ticket Analysis Report.

    Ticket Analysis Report

    Include the following information as you build your ticket analysis report:

    • Value Provided by the Service Desk
      Start with the value provided by the service desk to different areas of the business. Include information about first contact resolution, average resolution times, ticket volume (e.g. by category, priority, location, requestor).
    • Successes
      Successes is a general field that can include how process improvements have impacted the service desk or how initiatives have enhanced shift-left opportunities. Highlight any positive trends over time.
    • Opportunities for Improvement
      Let the data guide the conversation to where improvements can be made. Day-to-day ops, self-service tools, shifting work left from Tier 2, Tier 3, standardizing a non-standard service, and staffing adjustments are possibilities for this section.
    • Current State of KPIs
      Mean time to resolve, FCR, ticket volume, and end-user satisfaction are great KPIs to include as a starting point.

    Sample of the Ticket Analysis Report.

    Download the Ticket Analysis Report.

    Summary of Accomplishment

    Problem Solved

    You now have a better understanding of how to action your service desk ticket data, including improvements to your current ticket templates for incidents and service requests.

    You also have the data to craft a story to different stakeholder groups to celebrate the successes of the service desk and highlight possible improvements. Continue this exercise iteratively to continue improving the service desk.

    Remember, ticket analysis is not a single event but an ongoing initiative. As you track, analyze, and action more data, you will find more improvements.

    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 Benedict Chang.

    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 dashboards we saw earlier. Sample of the 'Ticket Analysis Report'.
    Analyze your dashboards
    An analyst will walk through the ticket data and dashboards with you and your team to help interpret the data and tailor improvements
    Populate your ticket data report
    Given the action items from this solution set, an analyst will help you craft a report to celebrate the successes and highlight needed improvements in the service desk.

    Related Info-Tech Research

    Optimize the Service Desk With a Shift-Left Strategy

    The best type of service desk ticket is the one that doesn’t exist.

    Incident & Problem Management

    Don’t let persistent problems govern your department.

    Design & Build a User-Facing Service Catalog

    Improve user satisfaction with IT with a convenient menu-like catalog.

    Bibliography

    Bayes, Scarlett. “ITSM: 2021 & Beyond.” Service Desk Institute, 2021. Web.

    “Benchmarking Report v.9.” Service Desk Institute, 17 Jan. 2020. Web.

    Bennett, Micah. “The 9 Help Desk Metrics That Should Guide Your Customer Support.” Zapier, 3 Dec. 2015. Web.

    “Global State of Customer Service: The transformation of customer service from 2015 to present day.” Microsoft Dynamics 365, Microsoft, 2020. Web.

    Goodey, Ben. “How to Manually Analyze Support Tickets.” SentiSum, 26 July 2021. Web.

    Jadhav, Megha. “Four Metrics to Analyze When Using Ticketing Software.” Vision Helpdesk Blog, 21 Mar. 2016. Web.

    Knaflic, Cole Nussbaumer. Storytelling with Data: A Data Visualization Guide for Business Professionals. Wiley, 2015.

    Li, Ta Hsin, et al. “Incident Ticket Analytics for IT Application Management Services.” 2014 IEEE International Conference on Services Computing, 2014. Web.

    Olson, Sarah. “10 Help Desk Metrics for Service Desks and Internal Help Desks.” Zendesk Blog, Sept. 2021. Web.

    Paramesh, S.P., et al. “Classifying the Unstructured IT Service Desk Tickets Using Ensemble of Classifiers.” 2018 3rd International Conference on Computational Systems and Information Technology for Sustainable Solutions (CSITSS), 2018. Web.

    Volini, Erica, et al. “2021 Global Human Capital Trends: Special Report.” Deloitte Insights, 21 July 2021. Web.

    “What Kind of Analysis You Can Perform on a Ticket Management System.” Commence, 3 Dec. 2019. Web.

    INFO-TECH RESEARCH GROUP

    Improve Your IT Recruitment Process

    • Buy Link or Shortcode: {j2store}578|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: Attract & Select
    • Parent Category Link: /attract-and-select

    Business and IT leaders aiming to recruit and select the best talent need to:

    • Get involved in the talent acquisition process at key moments.
    • Market their organization to top talent through an authentic employer brand.
    • Create engaging and accurate job ads.
    • Leverage purposeful sourcing for anticipated talent needs.
    • Effectively assess candidates with a strong interview process.
    • Set up new employees for success.

    Our Advice

    Critical Insight

    To create a great candidate experience, IT departments must be involved in the process at key points, recruitment and selection is not a job for HR alone!

    Impact and Result

    • Use this how-to guide to articulate an authentic (employee value proposition) EVP and employer brand.
    • Perform an analysis of current sourcing methods and build an action plan to get IT involved.
    • Create an effective and engaging job ad to insure the right people are applying.
    • Train hiring managers to effectively deliver interviews that correctly assess candidate suitability.
    • Get links to in-depth Info-Tech resources and tools.

    Improve Your IT Recruitment Process Research & Tools

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

    1. Improve Your IT Recruitment Process – A guide to help you attract and select the best talent.

    Train your IT department to get involved in the recruitment process to attract and select the best talent.

    • Improve Your IT Recruitment Process Capstone Deck

    2. Improve Your IT Recruitment Process Workbook – A tool to document your action plans.

    Use this tool in conjunction with the Improve you IT Recruitment Process to document your action plans

    • Improve Your IT Recruitment Process Workbook

    3. Interview Guide Template – A template to organize interview questions and their rating scales, take notes during the interview, and ensure all interviews follow a similar structure.

    To get useful information from an interview, the interviewer should be focused on what candidates are saying and how they are saying it, not on what the next question will be, what probes to ask, or how they will score the responses. This Interview Guide Template will help interviewers stay focused and collect good information about candidates.

    • Interview Guide Template

    4. IT Behavioral Interview Question Library – A tool that contains a complete list of sample questions aligned with core, leadership, and IT competencies.

    Hiring managers can choose from a comprehensive collection of core, functional, and leadership competency-based behavioral interview questions.

    • IT Behavioral Interview Question Library

    5. Job Ad Template – A template to allow complete documentation of the characteristics, responsibilities, and requirements for a given job posting in IT.

    Use this template to develop a well-written job posting that will attract the star candidates and, in turn, deflect submission of irrelevant applications by those unqualified.

    • Job Ad Template

    6. Idea Catalog – A tool to evaluate virtual TA solutions.

    The most innovative technology isn’t necessarily the right solution. Review talent acquisition (TA) solutions and evaluate the purpose each option serves in addressing critical challenges and replacing critical in-person activities.

    • Idea Catalog: Adapt the Talent Acquisition Process to a Virtual Environment
    [infographic]

    Workshop: Improve Your IT Recruitment Process

    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 Employee Value Proposition and Employer Branding

    The Purpose

    Establish the employee value proposition (EVP) and employer brand.

    Key Benefits Achieved

    Have a well-defined EVP that you communicate through your employer brand.

    Activities

    1.1 Gather feedback.

    1.2 Build key messages.

    1.3 Assess employer brand.

    Outputs

    Content and themes surrounding the EVP

    Draft EVP and supporting statements

    A clearer understanding of the current employer brand and how it could be improved

    2 Job Ads and Sourcing

    The Purpose

    Develop job postings and build a strong sourcing program.

    Key Benefits Achieved

    Create the framework for an effective job posting and analyze existing sourcing methods.

    Activities

    2.1 Review and update your job ads.

    2.2 Review the effectiveness of existing sourcing programs.

    2.3 Review job ads and sourcing methods for bias.

    Outputs

    Updated job ad

    Low usage sourcing methods identified for development

    Minimize bias present in ads and sourcing methods

    3 Effective Interviewing

    The Purpose

    Create a high-quality interview process to improve candidate assessment.

    Key Benefits Achieved

    Training on being an effective interviewer.

    Activities

    3.1 Create an ideal candidate scorecard.

    3.2 Map out your interview process.

    3.3 Practice behavioral interviews.

    Outputs

    Ideal candidate persona

    Finalized interview and assessment process

    Practice interviews

    4 Onboarding and Action Plan

    The Purpose

    Drive employee engagement and retention with a robust program that acclimates, guides, and develops new hires.

    Key Benefits Achieved

    Evaluation of current onboarding practice.

    Activities

    4.1 Evaluate and redesign the onboarding program.

    Outputs

    Determine new onboarding activities to fill identified gaps.

    Further reading

    Improve Your IT Recruitment Process

    Train your IT department to get involved in the recruitment process to attract and select the best talent.

    Own the IT recruitment process

    Train your IT department to get involved in the recruitment process to attract and select the best talent.

    Follow this blueprint to:

    • Define and communicate the unique benefits of working for your organization to potential candidates through a strong employer brand.
    • Learn best practices around creating effective job postings.
    • Target your job posting efforts on the areas with the greatest ROI.
    • Create and deliver an effective, seamless, and positive interview and offer process for candidates.
    • Acclimate new hires and set them up for success.

    Get involved at key moments of the candidate experience to have the biggest impact


    Employee Value Proposition (EVP) and Employer Brand



    Job Postings and a Strong Sourcing Program

    Effective Interviewing

    Onboarding: Setting up New Hires For Success

    Awareness Research Application Screening Interview and Assessment Follow Up Onboarding

    RECRUIT QUALITY STAFF

    Hiring talent is critical to organizational success

    Talent is a priority for the entire organization:

    Respondents rated “recruitment” as the top issue facing organizations today (McLean & Company 2022 HR Trends Report).

    37% of IT departments are outsourcing roles to fill internal skill shortages (Info-Tech Talent Trends 2022 Survey).

    Yet bad hires are alarmingly common:

    Hiring is one of the least successful business processes, with three-quarters of managers reporting that they have made a bad hire (Robert Half, 2021).

    48% of survey respondents stated improving the quality of hires was the top recruiting priority for 2021 (Jobvite, 2021).

    Workshop overview

    Prework

    Day 1

    Day 2

    Day 3

    Day 4

    Post work

    Current Process and Job Descriptions Documented

    Establish the Employee Value Proposition (EVP) and Employer Brand

    Develop Job Postings and Build a Strong Sourcing Program

    Effective Interviewing

    Onboarding and Action Planning

    Putting the Action Plan Into Action!

    Activities

    • Recruitment Process Mapped Out and Stakeholders Identified
    • Prepare a JD and JP for Four Priority Jobs
    • Collect Information on Where Your Best Candidates Are Coming From

    1.1 Introduce the Concept of an EVP

    1.2 Brainstorm Unique Benefits of Working at Your Organization

    1.2 Employer Brand Introduction

    2.1 What Makes an Attractive Job Posting

    2.2 Create the Framework for Job Posting

    2.3 Improve the Sourcing Process

    2.4 Review Process for Bias

    3.1 Creating an Interview Process

    3.2 Selecting Interview Questions

    3.3 Avoiding Bias During Interviews

    3.4 Practice Interviews

    4.1 Why Onboarding Matters

    4.2 Acclimatize New Hires and Set Them Up for Success

    4.3 Action Plan

    5.1 Review Outputs and Select Priorities

    5.2 Consult With HR and Senior Management to Get Buy-In

    5.3 Plan to Avoid Relapse Behaviors

    Deliverables

    1. EVP draft completed
    2. Employer brand action plan
    1. Organization-specific job posting framework
    2. Sourcing Plan Template for four priority jobs
    3. Sourcing action plan
    1. Completed Interview Guide Template
    2. Managers practice a panel interview
    1. Onboarding best practices
    2. Action plan

    Enhance Your Recruitment Strategies

    The way you position the organization impacts who is likely to apply to posted positions.

    Develop a strong employee value proposition

    What is an employee value proposition?

    And what are the key components?

    The employee value proposition is your opportunity to showcase the unique benefits and opportunities of working at your organization, allowing you to attract a wider pool of candidates.

    AN EMPLOYEE VALUE PROPOSITION IS:

    AN EMPLOYEE VALUE PROPOSITION IS NOT:

    • An authentic representation of the employee experience
    • Aligned with organizational culture
    • Fundamental to all stages of the employee lifecycle
    • A guide to help investment in programs and policies
    • Short and succinct
    • What the employee can do for you
    • A list of programs and policies
    • An annual project

    THE FOUR KEY COMPONENTS OF AN EMPLOYEE VALUE PROPOSITION

    Rewards

    Organizational Elements

    Working Conditions

    Day-to-Day Job Elements

    • Compensation
    • Health Benefits
    • Retirement Benefits
    • Vacation
    • Culture
    • Customer Focus
    • Organization Potential
    • Department Relationships
    • Senior Management Relationships
    • Work/Life Balance
    • Working Environment
    • Employee Empowerment
    • Development
    • Rewards & Recognition
    • Co-Worker Relationships
    • Manager Relationships

    Creating a compelling EVP that presents a picture of your employee experience, with a focus on diversity, will attract a wide pool of diverse candidates to your team. This can lead to many internal and external benefits for your organization.

    How to collect information on your EVP

    Existing Employee Value Proposition: If your organization or IT department has an existing employee value proposition, rather than starting from scratch, we recommend leveraging that and moving to the testing phase to see if the EVP still resonates with staff and external parties.

    Employee Engagement Results: If your organization does an employee engagement survey, review the results to identify the areas in which the IT organization is performing well. Identify and document any key comment themes in the report around why employees enjoy working for the organization or what makes your IT department a great place to work.

    Social Media Sites. Prepare for the good, the bad, and the ugly. Social media websites like Glassdoor and Indeed make it easier for employees to share their experiences at an organization honestly and candidly. While postings on these sites won’t relate exclusively to the IT department, they do invite participants to identify their department in the organization. You can search these to identify any positive things people are saying about working for the organization and potentially opportunities for improvement (which you can use as a starting point in the retention section of this report).

    1.1 Gather feedback

    1. Download the Improve Your IT Recruitment Workbook.
    2. On tab 1.1, brainstorm the top five things you value most about working at the organization. Ask yourself what would fall in each category and identify any key themes. Be sure to take note of any specific quotes you have.
    3. Brainstorm limitations that the organization currently has in each of those areas.

    Download the Recruitment Workbook

    Input

    Output
    • Employee opinions
    • Employee responses to four EVP components
    • Content for EVP

    Materials

    Participants

    • Recruitment Workbook
    • Diverse employees
    • Different departments
    • Different role levels

    1.2 Build key messages

    1. Go to tab 1.2 in your workbook
    2. Identify themes from activity 1.1 that would be considered current strengths of you organization.
    3. Identify themes from activity 1.2 that are aspirational elements of your organization.
    4. Identify up to four key statements to focus on for the EVP, ensuring that your EVP speaks to at least one of the five categories above.
    5. Integrate these into one overall statement.

    Examples below.

    Input

    Output
    • Feedback from focus groups
    • EVP and supporting statements

    Materials

    Participants

    • Workbook handout
    • Pen and paper for documenting responses
    • IT leadership team

    Sample EVPs

    Shopify

    “We’re Shopify. Our mission is to make commerce better for everyone – but we’re not the workplace for everyone. We thrive on change, operate on trust, and leverage the diverse perspectives of people on our team in everything we do. We solve problems at a rapid pace. In short, we get shit done.”

    Bettercloud

    “At Bettercloud, we have a smart, ambitious team dedicated to delighting our customers. Our culture of ownership and transparency empowers our team to achieve goals they didn’t think possible. For all those on board, it’s going to be a challenging and rewarding journey – and we’re just getting started.”

    Ellevest

    “As a team member at Ellevest, you can expect to make a difference through your work, to have a direct impact on the achievement of a very meaningful mission, to significantly advance your career trajectory, and to have room for fun and fulfillment in your daily life. We know that achieving a mission as critical as ours requires incredible talent and teamwork, and team is the most important thing to us.”

    Sources: Built In, 2021; Workology, 2022

    Ensure your EVP resonates with employees and prospects

    Test your EVP with internal and external audiences.

    INTERNAL TEST REVOLVES AROUND THE 3A’s

    EXTERNAL TEST REVOLVES AROUND THE 3C’s

    ALIGNED: The EVP is in line with the organization’s purpose, vision, values, and processes. Ensure policies and programs are aligned with the organization’s EVP.

    CLEAR: The EVP is straightforward, simple, and easy to understand. Without a clear message in the market, even the best intentioned EVPs can be lost in confusion.

    ACCURATE: The EVP is clear and compelling, supported by proof points. It captures the true employee experience, which matches the organization’s communication and message in the market.

    COMPELLING: The EVP emphasizes the value created for employees and is a strong motivator to join this organization. A strong EVP will be effective in drawing in external candidates. The message will resonate with them and attract them to your organization.

    ASPIRATIONAL: The EVP inspires both individuals and the IT organization as a whole. Identify and invest in the areas that are sure to generate the highest returns for employees.

    COMPREHENSIVE: The EVP provides enough information for the potential employee to understand the true employee experience and to self-assess whether they are a good fit for your organization. If the EVP lacks depth, the potential employee may have a hard time understanding the benefits and rewards of working for your organization.

    Want to learn more?

    Recruit IT Talent

    • Improve candidate experience to hire top IT talent.

    Recruit and Retain More Women in IT

    • Gender diversity is directly correlated to IT performance.

    Recruit and Retain People of Color in IT

    • Good business, not just good philanthropy.

    Enhance Your Recruitment Strategies

    The way you position the organization impacts who is likely to apply to posted positions.

    Market your EVP to potential candidates: Employer Brand

    Employer brand includes how you market the EVP internally and externally – consistency is key

    The employer brand is the perception internal and external stakeholders hold of the organization and exists whether it has been curated or not. Curating the employer brand involves marketing the organization and employee experience. Grounding your employer brand in your EVP enables you to communicate and market an accurate portrayal of your organization and employee experience and make you desirable to both current and potential employees.

    The image contains a picture of several shapes. There is a trapezoid that is labelled EVP, and has a an arrow pointing to the text beside it. There is also an arrowing pointing down from it to another trapezoid that is labelled Employer Brand.

    The unique offering an employer provides to employees in return for their effort, motivating them to join or remain at the organization.

    The perception internal and external stakeholders hold of the organization.

    Alignment between the EVP, employer brand, and corporate brand is the ideal branding package. An in-sync marketing strategy ensures stakeholders perceive and experience the brand the same way, creating brand ambassadors.

    The image contains three circles that are connected. The circles are labelled: EVP, Employer Brand, Corporate Brand.

    Ensure your branding material creates a connection

    How you present your employer brand is just as important as the content. Ideally, you want the viewer to connect with and personalize the material for the message to have staying power. Use Marketing’s expertise to help craft impactful promotional materials to engage and excite the viewer.

    Visuals

    Images are often the first thing viewers notice. Use visuals that connect to your employer brand to engage the viewer’s attention and increase the likelihood that your message will resonate. However, if there are too many visuals this may detract from your content – balance is key!

    Language

    Wordsmithing is often the most difficult aspect of marketing. Your message should be accurate, informative, and engaging. Work with Marketing to ensure your wording is clever and succinct – the more concise, the better.

    Composition

    Integrate visuals and language to complete your marketing package. Ensure that the text and images are balanced to draw in the viewer.

    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.

    The image contains a picture of Steve Thornton.

    “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.

    The image contains a picture of Robert Leahy.

    Interview with Robert Leahy

    Chief Information Officer, Goddard Space Flight Center, NASA

    2.1 Assess your organization’s employer brand

    1. Go to tab 2.1 in the Improve Your IT Recruitment Workbook.
    2. Put yourself in the shoes of someone on the outside looking in. If they were to look up your organization, what impression would they be given about what is like to work there?
    3. Run a Google search on your organization with key words “jobs,” “culture,” and “working environment” to see what a potential candidate would see when they begin researching your organization.
    4. You can use sites like:

    • Glassdoor
    • Indeed company pages
    • LinkedIn company pages
    • Social media
    • Your own website
  • Identify what your organization is doing well and record that under the “Continue” box in your workbook.
  • Record anything your organization should stop doing under the “Stop” box.
  • Brainstorm some ideas that your organization should think about implementing to improve the employer brand under the “Start” Box.
  • Input Output
    • Existing branding material on the internet
    • A clearer understanding of the current employer brand and how it could be improved
    Materials Participants
    • Workbook handout
    • Senior IT Leaders

    Want to learn more?

    Recruit IT Talent

    • Improve candidate experience to hire top IT talent.

    Recruit and Retain More Women in IT

    • Gender diversity is directly correlated to IT performance.

    Recruit and Retain People of Color in IT

    • Good business, not just good philanthropy.

    Enhance Your Recruitment Strategies

    The way you position the organization impacts who is likely to apply to posted positions.

    Create engaging job ads to attract talent to the organization

    We have a job description; can I just post that on Indeed?

    A job description is an internal document that includes sections such as general job information, major responsibilities, key relationships, qualifications, and competencies. It communicates job expectations to incumbents and key job data to HR programs.

    A job ad is an externally facing document that advertises a position with the intent of attracting job applicants. It contains key elements from the job description as well as information on the organization and its EVP.

    Write an Effective Job Ad

    • Ensure that your job ad speaks to the audience you are targeting through the language you use.
      • E.g. If you are hiring for a creative role, use creative language and formatting. If you are writing for students, emphasize growth opportunities.
    • Highlight the organization’s EVP.
    • Paint an accurate picture of key aspects of the role but avoid the nitty gritty as it may overwhelm applicants.
    • Link to your organization’s website and social media platforms so applicants can easily find more information.

    A job description informs a job ad, it doesn’t replace it. Don’t be lulled into using a job description as a posting when there’s a time crunch to fill a position. Refer to job postings as job advertisements to reinforce that their purpose is to attract attention and talent.

    An effective job posting contains the following elements:

    Position Title
    • Clearly defined job titles are important for screening applicants as this is one of the first things the candidate will read.
    • Indicating the earnings range that the position pays cuts out time spent on reviewing candidates who may never accept the position and saves them from applying to a job that doesn’t match what they are looking for.
    Company
    • Provide a brief description of the organization including the products or services it offers, the corporate culture, and any training and career development programs.
    Summary Description
    • Describe briefly why the position exists. In other words, what is the position's primary purpose? The statement should include the overall results the job is intended to produce and some of the key means by which the position achieves these results.
    Responsibilities
    • Use bullet points to list the fundamental accountabilities of the position. Candidates want to know what they will be doing on a day-to-day basis.
    • Begin each responsibility or accountability statement with an action word and follow with a brief phrase to describe what is done to accomplish the function.
    Position Characteristics
    • Give examples of key problems and thinking challenges encountered by the position. Describe the type of analysis or creativity required to resolve these problems.
    • Provide examples of final decision-making authority. The examples should reflect the constraints placed on the position by people, policies, and/or procedures.
    Position Requirements
    • List all formal education and certifications required.
    • List all knowledge and experience required.
    • List all personal attributes required.
    Work Conditions
    • List all work conditions that the employee must accommodate. This could include any sensory, physical, or mental requirements of the position or any special conditions of employment, such as hours.
    Process to Apply
    • Include the methods in which the organization wants to receive applications and contact information of who will receive the applications.

    Bottom Line: A truly successful job posting ferrets out those hidden stars that may be over cautious and filters out hundreds of applications from the woefully under qualified.

    The do’s and don’ts of an inclusive job ad

    DON’T overlook the power of words. Avoid phrases like “strong English language skills” as this may deter non-native English speakers from applying and a “clean-shaven” requirement can exclude candidates whose faith requires them to maintain facial hair.

    DON’T post a long requirements list. A study showed that the average jobseeker spends only 49.7 seconds reviewing a listing before deciding it's not a fit.*

    DON’T present a toxic work culture; phrases such as “work hard, play hard” can put off many candidates and play into the “bro- culture” stereotype in tech.

    Position Title: Senior Lorem Ipsum

    Salary Band: $XXX to $XXX

    Diversity is a core value at ACME Inc. We believe that diversity and inclusion is our strength, and we’re passionate about building an environment where all employees are valued and can perform at their best.

    As a … you will …

    Our ideal candidate ….

    Required Education and Experience

    • Bachelor’s degree in …
    • Minimum five (5) years …

    Required Skills

    Preferred Skills

    At ACME Inc. you will find …

    DO promote pay equity by being up front and honest about salary expectations.

    DO emphasize your organization’s commitment to diversity and an inclusive workplace by adding an equity statement.

    DO limit your requirements to “must haves” or at least showcase them first before the “nice-to-haves.”

    DO involve current employees or members of your employee resource groups when creating job descriptions to ensure that they ask for what you really need.

    DO focus on company values and criteria that are important to the job, not just what’s always been done.

    *Source: Ladders, 2013

    Before posting the job ad complete the DEI job posting validation checklist

    Does the job posting highlight your organization’s EVP

    Does the job posting avoid words that might discourage women, people of color, and other members of underrepresented groups from applying?

    Has the position description been carefully reviewed and revised to reflect current and future expectations for the position, rather than expectations informed by the persons who have previously held the job?

    Has the hiring committee eliminated any unnecessary job skills or requirements (college degree, years or type of previous experience, etc.) that might negatively impact recruitment of underrepresented groups?

    Has the hiring committee posted the job in places (job boards, websites, colleges, etc.) where applicants from underrepresented groups will be able to easily view or access it?

    Have members of the hiring committee attended job fairs or other events hosted by underrepresented groups?

    Has the hiring committee asked current employees from underrepresented groups to spread the word about the position?

    Has the hiring committee worked with the marketing team to ensure that people from diverse groups are featured in the organization’s website, publications, and social media?

    es the job description clearly demonstrate the organization’s and leadership’s commitment to DEI?

    *Source: Recruit and Retain People of Color in IT

    3.1 Review and update your job ads

    1. Download the Job Ad Template.
    2. Look online or ask HR for an example of a current job advertisement you are using.
    • If you don’t have one, you can use a job description as a starting point.
  • Review all the elements of the job ad and make sure they align with the list on the previous slide, adding or changing, as necessary. Your job ad should be no more than two pages long.
  • Using the tools on the previous two slides, review your first draft to ensure the job posting is free of language or elements that will discourage diverse candidates from applying.
  • Review your job advertisement with HR to get feedback or to use as a template going forward.
  • Input Output
    • Existing job ad or job description
    • Updated job ad
    Materials Participants
    • Job ad or job description
    • Job Ad Template
    • Hiring Managers

    Want to learn more?

    Recruit IT Talent

    • Improve candidate experience to hire top IT talent.

    Recruit and Retain More Women in IT

    • Gender diversity is directly correlated to IT performance.

    Recruit and Retain People of Color in IT

    • Good business, not just good philanthropy.

    Enhance Your Recruitment Strategies

    Focus on key programs and tactics to improve the effectiveness of your sourcing approach.

    Get involved with sourcing to get your job ad seen

    To meet growing expectations, organizations need to change the way they source

    Social Media

    Social media has trained candidates to expect:

    • Organizations to stay in touch and keep track of them.
    • A personalized candidate experience.
    • To understand organizational culture and a day in the life.

    While the focus on the candidate experience is important throughout the talent acquisition process, social media, technology, and values have made it a critical component of sourcing.

    Technology

    Candidates expect to be able to access job ads from all platforms.

    • Today, close to 90% of candidates use a mobile platform to job hunt (SmartRecruiters, 2022).
    • However, only 36% of organizations are optimizing their job postings for mobile. (The Undercover Recruiter, 2021)

    Job ads must be clear, concise, and easily viewed on a mobile device.

    Candidate Values

    Job candidate’s values are changing.

    • There is a growing focus on work/life balance, purpose, innovation, and career development. Organizations need to understand candidate values and highlight how the EVP aligns with these interests.

    Authenticity remains important.

    • Clearly and accurately represent your organization and its culture.

    Focus on key programs and tactics to improve the effectiveness of your sourcing approach

    Internal Talent Mobility (ITM) Program

    Social Media Program

    Employee Referral Program

    Alumni Program

    Campus Recruiting Program

    Other Sourcing Tactics

    Take advantage of your current talent with an internal talent mobility program

    What is it?

    Positioning the right talent in the right place, at the right time, for the right reasons, and supporting them appropriately.

    Internal Talent Mobility (ITM) Program

    Social Media Program

    Employee Referral Program

    Alumni Program

    Campus Recruiting Program

    Other Sourcing Tactics

    ITM program benefits:

    1. Retention
    2. Provide opportunities to develop professionally, whether in the current role or through promotions/lateral moves. Keep strong performers and high-potential employees committed to the organization.

    3. Close Skills Gap
    4. Address rapid change, knowledge drain due to retiring Baby Boomers, and frustration associated with time to hire or time to productivity.

    5. Cost/Time Savings
    6. Reduce spend on talent acquisition, severance, time to productivity, and onboarding.

    7. Employee Engagement
    8. Increase motivation and productivity by providing increased growth and development opportunities.

    9. EVP
    10. Align with the organization’s offering and what is important to the employees from a development perspective.

    11. Employee & Leadership Development
    12. Support and develop employees from all levels and job functions.

    Leverage social media to identify and connect with talent

    Internal Talent Mobility (ITM) Program

    Social Media Program

    Employee Referral Program

    Alumni Program

    Campus Recruiting Program

    Other Sourcing Tactics

    What is it? The widely accessible electronic tools that enable anyone to publish and access information, collaborate on common efforts, and build relationships.

    Learning to use social media effectively is key to sourcing the right talent.

    • Today, 92% of organizations leverage social media for talent acquisition.
    • 80% of employers find passive candidates through social media – second only to referrals.
    • 86% percent of job seekers used social media for their most recent job search.
    (Ku, 2021)

    Benefits of social media:

    • Provides access to candidates who may not know the organization.
    • Taps extended networks.
    • Facilitates consistent communication with candidates and talent in pipelines.
    • Personalizes the candidate experience.
    • Provides access to extensive data.

    Challenges of social media:

    With the proliferation of social media and use by most organizations, social media platforms have become overcrowded. As a result:

    • Organizations are directly and very apparently competing for talent with competitors.
    • Users are bombarded with information and are tuning out.

    “It is all about how we can get someone’s attention and get them to respond. People are becoming jaded.”

    – Katrina Collier, Social Recruiting Expert, The Searchologist

    Reap the rewards of an employee referral program

    Internal Talent Mobility (ITM) Program

    Social Media Program

    Employee Referral Program

    Alumni Program

    Campus Recruiting Program

    Other Sourcing Tactics

    What is it? Employees recommend qualified candidates. If the referral is hired, the referring employee typically receives some sort of reward.

    Benefits of an employee referral program:

    1. Lower Recruiting Costs
    2. 55% of organizations report that hiring a referral is less expensive that a non-referred candidate (Clutch, 2020).

    3. Decreased time to fill
    4. The average recruiting lifecycle for an employee referral is 29 days, compared with 55 days for a non referral (Betterup, 2022).

    5. Decreased turnover
    6. 46% percent of employees who were referred stay at their organization for a least one year, compared to 33% of career site hires (Betterup, 2022).

    7. Increased quality of hire
    8. High performers are more likely to refer other high performers to an organization (The University of Chicago Press, 2019).

    Avoid the Like Me Bias: Continually evaluate the diversity of candidates sourced from the employee referral program. Unless your workforce is already diverse, referrals can hinder diversity because employees tend to recommend people like themselves.

    Tap into your network of former employees

    Internal Talent Mobility (ITM) Program

    Social Media Program

    Employee Referral Program

    Alumni Program

    Campus Recruiting Program

    Other Sourcing Tactics

    What is it? An alumni referral program is a formalized way to maintain ongoing relationships with former employees of the organization.

    Successful organizations use an alumni program:

    • 98% of the F500 have some sort of Alumni program (LinkedIn, 2019).

    Benefits of an alumni program:

    1. Branding
    • Alumni are regarded as credible sources of information. They can be a valuable resource for disseminating and promoting the employer brand.
  • Source of talent
    • Boomerang employees are doubly valuable as they understand the organization and also have developed skills and industry experience.
      • Recover some of the cost of turnover and cost per hire with a pool of prequalified candidates who will more quickly reach full productivity.
  • Referral potential
    • Developing a robust alumni network provides access to a larger network through referrals.
    • Alumni already know what is required to be successful in the organization so they can refer more suitable candidates.

    Make use of a campus recruiting program

    Internal Talent Mobility (ITM) Program

    Social Media Program

    Employee Referral Program

    Alumni Program

    Campus Recruiting Program

    Other Sourcing Tactics

    What is it? A formalized means of attracting and hiring individuals who are about to graduate from schools, colleges, or universities.

    Almost 70% of companies are looking to employ new college graduates every year (HR Shelf, 2022).

    Campus recruitment benefits:

    • Increases employer brand awareness among talent entering the workforce.
    • Provides the opportunity to interact with large groups of potential candidates at one time.
    • Presents the opportunity to identify and connect with high-quality talent before they graduate and are actively looking for positions.
    • Offers access to a highly diverse audience.

    Info-Tech Insight

    Target schools that align with your culture and needs. Do not just focus on the most prestigious schools: they are likely more costly, have more intense competition, and may not actually provide the right talent.

    Identify opportunities to integrate non-traditional techniques

    Internal Talent Mobility (ITM) Program

    Social Media Program

    Employee Referral Program

    Alumni Program

    Campus Recruiting Program

    Other Sourcing Tactics

    1. Professional industry associations
    • Tap into candidates who have the necessary competencies.

    5. Not-for-profit intermediaries

    • Partner with not-for-profits to tap into candidates in training or mentorship programs.
    • Example:
      • Year Up (General)
      • Bankwork$ (Banking)
      • Youth Build (Construction)
      • iFoster (Grocery)

    American Expresscreated a boot camp for software engineers in partnership with Year Up and Gateway Community College to increase entry-level IT hires.

    Results:

    • Annually hire 80-100 interns from Year Up.
    • Improved conversion rates: 72% of Year Up interns versus 60% of traditional interns.
    • Increased retention: 44 (Year Up) versus 18 months (traditional).
    (HBR, 2016)

    2. Special interest groups

    • Use for niche role sourcing.
    • Find highly specialized talent.
    • Drive diversity (Women in Project Management).

    6. Gamification

    • Attract curiosity and reaffirm innovation at your organization.
    • Communicate the EVP.
    3. Customers
    • Access those engaged with the organization.
    • Add the employer brand to existing messaging.

    PwC (Hungary) created Multiploy, a two-day game that allows students to virtually experience working in accounting or consulting at the organization.

    Results:

    • 78% of students said they wanted to work for PwC.
    • 92% indicated they had a more positive view of the firm.
    • Increase in the number of job applicants.
    (Zielinski, 2015)

    4. Exit interviews

    • Ask exiting employees “where should we recruit someone to replace you?”
    • Leverage their knowledge to glean insight into where to find talent.

    Partner with other organizational functions to build skills and leverage existing knowledge

    Use knowledge that already exists in the organization to improve talent sourcing capabilities.

    Marketing

    HR

    Marketing knows how to:

    • Build attention-grabbing content.
    • Use social media platforms effectively.
    • Effectively promote a brand.
    • Use creative methods to connect with people.

    HR knows how to:

    • Organize recruitment activities.
    • Identify the capabilities of various technologies available to support sourcing.
    • Solve issues that may arise along the way

    To successfully partner with other departments in your organization:

    • Acknowledge that they are busy. Like IT, they have multiple competing priorities.
    • Present your needs and prioritize them. Create a list of what you are looking for and then be willing to just pick your top need. Work with the other department to decide what needs can and cannot be met.
    • Present the business case. Emphasize how partnering is mutually beneficial. For example, illustrate to Marketing that promoting a strong brand with candidates will improve the organization’s overall reputation because often, candidates are customers.
    • Be reasonable and patient. You are asking for help, so be moderate in your expectations and flexible in working with your partner.

    Info-Tech Insight

    Encourage your team to seek out, and learn from, employees in different divisions. Training sessions with the teams may not always be possible but one-on-one chats can be just as effective and may be better received.

    5.1 Review the effectiveness of existing sourcing programs

    1. As a group review the description of each program as defined on previous slides. Ensure that everyone understands the definitions.
    2. In your workbook, look for the cell Internal Talent Mobility under the title; you will find five rows with the following
    • This program is formally structured and documented.
    • This program is consistently applied across the organization.
    • Talent is sourced this way on an ad hoc basis.
    • Our organization currently does not source talent this way.
    • There are metrics in place to assess the effectiveness of this program.
  • Ask everyone in the group if they agree with the statement for each column; once everyone has had a chance to answer each of the questions, discuss any discrepancies which exist.
  • After coming to a consensus, record the answers.
  • Repeat this process for the other four sourcing programs (social media, employee referral program, alumni network program, and campus recruiting program).
  • InputOutput
    • Existing knowledge on sourcing approach
    • Low usage sourcing methods identified for development
    MaterialsParticipants
    • Workbook
    • Hiring Managers

    Want to learn more?

    Recruit IT Talent

    • Improve candidate experience to hire top IT talent.

    Recruit and Retain More Women in IT

    • Gender diversity is directly correlated to IT performance.

    Recruit and Retain People of Color in IT

    • Good business, not just good philanthropy.

    Enhance Your Recruitment Strategies

    Interviews are the most often used yet poorly executed hiring tool.

    Create a high-quality interview process to improve candidate assessment

    Everyone believes they’re a great interviewer; self-assess your techniques, and “get real” to get better

    If you…

    • Believe everything the candidate says.
    • Ask mostly hypothetical questions: "What would you do in a situation where…"
    • Ask gimmicky questions: "If you were a vegetable, what vegetable would you be?"
    • Ask only traditional interview questions: "What are your top three strengths?”
    • Submit to a first impression bias.
    • Have not defined what you are looking for before the interview.
    • Ignore your gut feeling in an attempt to be objective.
    • Find yourself loving a candidate because they are just like you.
    • Use too few or too many interviewers in the process.
    • Do not ask questions to determine the motivational fit of the candidate.
    • Talk more than the interviewee.
    • Only plan and prepare for the interview immediately before it starts.

    …then stop. Use this research!

    Most interviewers are not effective, resulting in many poor hiring decisions, which is costly and counter-productive

    Most interviewers are not effective…

    • 82% of organizations don’t believe they hire highly talented people (Trost, 2022).
    • Approximately 76% of managers and HR representatives that McLean & Company interviewed agreed that the majority of interviewers are not very effective.
    • 66% of hiring managers come to regret their interview-based hiring decisions (DDI, 2021).

    …because, although everyone knows interviewing is a priority, most don’t make it one.

    • Interviewing is often considered an extra task in addition to an employee’s day-to-day responsibilities, and these other responsibilities take precedence.
    • It takes time to effectively design, prepare for, and conduct an interview.
    • Employees would rather spend this time on tasks they consider to be an immediate priority.

    Even those interviewers who are good at interviewing, may not be good enough.

    • Even a good interviewer can be fooled by a great interviewee.
    • Some interviewees talk the talk, but don’t walk the walk. They have great interviewing abilities but not the skills required to be successful in the specific position for which they are interviewing.
    • Even if the interviewer is well trained and prepared to conduct a strong interview, they can get caught up with an interviewee that seems very impressive on the surface, and end up making a bad hire.

    Preparing the Perfect Interview

    Step 5: Define decision rights

    Establish decision-making authority and veto power to mitigate post-interview conflicts over who has final say over a candidate’s status.

    Follow these steps to create a positive interview experience for all involved.

    Step 1: Define the ideal candidate profile; determine the attributes of the ideal candidate and their relative importance

    Define the attributes of the ideal candidate…

    Ideal candidate = Ability to do the job + Motivation to do the job + Fit

    Competencies

    • Education
    • Credentials
    • Technical skills
    • Career path
    • Salary expectations
    • Passion
    • Potential
    • Personality
    • Managerial style/preference

    Experiences

    • Years of service
    • Specific projects
    • Industry

    Data for these come from:

    • Interviews
    • Personality tests
    • Gut instinct or intuition

    Data for these come from:

    • Resumes
    • Interviews
    • Exercises and tests
    • References

    Caution: Evaluating for “organizational or cultural fit” can lead to interviewers falling into the trap of the “like me” bias, and excluding diverse candidates.

    …then determine the importance of the attributes.

    Non-negotiable = absolutely required for the job!

    Usually attributes that are hard to train, such as writing skills, or expensive to acquire after hire, such as higher education or specific technical skills.

    An Asset

    Usually attributes that can be trained, such as computer skills. It’s a bonus if the new hire has it.

    Nice-to-have

    Attributes that aren’t necessary for the job but beneficial. These could help in breaking final decision ties.

    Deal Breakers: Also discuss and decide on any deal breakers that would automatically exclude a candidate.

    The job description is not enough; meet with stakeholders to define and come to a consensus on the ideal candidate profile

    Definition of the Ideal Candidate

    • The Hiring Manager has a plan for the new hire and knows the criteria that will best fulfill that mandate.
    • The Executive team may have specific directives for what the ideal candidate should look like, depending on the level and critical nature of the position.
    • Industry standards, which are defined by regulatory bodies, are available for some positions. Use these to identify skills and abilities needed for the job.
    • Competitor information such as job descriptions and job reviews could provide useful data about a similar role in other organizations.
    • Exit interviews can offer insight into the most challenging aspects of the job and identify skills or abilities needed for success.
    • Current employees who hold the same or a similar position can explain the nuances of the day-to-day job and what attributes are most needed on the team.

    “The hardest work is accurately defining what kind of person is going to best perform this job. What are their virtues? If you’ve all that defined, the rest is not so tough.”

    – VP, Financial Services

    Use a scorecard to document the ideal candidate profile and help you select a superstar

    1. Download the Workbook and go to tab 6.1.
    2. Document the desired attributes for each category of assessment: Competencies, Experiences, Fit, and Motivation. You can find an Attribute Library on the next tab.
    3. Rank each attribute by level of priority: Required, Asset, or Nice-to-Have.
    4. Identify deal breakers that would automatically disqualify a candidate from moving forward.
    InputOutput
    • Job description
    • Stakeholder input
    • Ideal candidate persona
    MaterialsParticipants
    • Workbook
    • Hiring Managers

    To identify questions for screening interviews, use the Screening Interview Template

    A screening interview conducted by phone should have a set of common questions to identify qualified candidates for in-person interviews.

    The Screening Interview Template will help you develop a screening interview by providing:

    • Common screening questions that can be modified based on organizational needs and interview length.
    • Establishing an interview team.
    • A questionnaire format so that the same questions are asked of all candidates and responses can be recorded.

    Once completed, this template will help you or HR staff conduct candidate screening interviews with ease and consistency. Always do screening interviews over the phone or via video to save time and money.

    Info-Tech Insight

    Determine the goal of the screening interview – do you want to evaluate technical skills, communication skills, attitude, etc.? – and create questions based on this goal. If evaluating technical skill, have someone with technical competency conduct the interview.

    The image contains screenshots of the Screening Interview Template.

    Step 2: Choose interview types and techniques that best assess the ideal candidate attributes listed on the position scorecard

    There is no best interview type or technique for assessing candidates, but there could be a wrong one depending on the organization and job opening.

    • Understanding common interviewing techniques and types will help inform your own interviewing strategy and interview development.
    • Each interview technique and type has its own strengths and weakness and can be better suited for a particular organizational environment, type of job, or characteristic being assessed.
    The image contains a diagram to demonstrate the similarities and differences of Interview Technique and Interview Type. There is a Venn Diagram, the right circle is labelled: Interview Technique, and the right is: Interview Type. There is a double sided arrow below that has the following text: Unstructure, Semi-Structured, and Structured.

    Unstructured: A traditional method of interviewing that involves no constraints on the questions asked, no requirements for standardization, and a subjective assessment of the candidate. This format is the most prone to bias.

    Semi-Structured: A blend of structured and unstructured, where the interviewer will ask a small list of similar questions to all candidates along with some questions pertaining to the resume.

    Structured: An interview consisting of a standardized set of job-relevant questions and a scoring guide. The goal is to reduce interviewer bias and to help make an objective and valid decision about the best candidate.

    No matter which interview types or techniques you use, aim for it to be as structured as possible to increase its validity

    The validity of the interview increases as the degree of interview structure increases.

    Components of a highly structured interview include:

    1. Interview questions are derived from a job analysis (they are job related).
    2. Interview questions are standardized (all applicants are asked the same questions).
    3. Prompting, follow-up questioning, probing, and/or elaboration on questions are limited. Try to identify all prompts, follow-ups, and probes beforehand and include them in the interview guide so that all candidates get the same level of prompting and probing.
    4. Interview questions focus on behaviors or work samples rather than opinions or self-evaluations.
    5. Interviewer access to ancillary information (e.g. resumes, letters of reference, test scores, transcripts) is controlled. Sometimes limiting access to these documents can limit interviewer biases.
    6. Questions from the candidate are not allowed until after the interview. This allows the interviewer to stay on track and not go off the protocol.
    7. Each answer is rated during the interview using a rating scale tailored to the question (this is preferable to rating dimensions at the end of the interview and certainly preferable to just making an overall rating or ranking at the end).
    8. Rating scales are “anchored” with behavioral examples to illustrate scale points (e.g. examples of a “1,” “3,” or “5” answer).
    9. Total interview score is obtained by summing across scores for each of the questions.

    The more of these components your interview has, the more structured it is, and the more valid it will be.

    Step 3: Prepare interview questions to assess the attributes you are looking for in a candidate

    The purpose of interviewing is to assess, not just listen. Questions are what help you do this.

    Preparing questions in advance allows you to:

    • Match each question to a position requirement (included in your scorecard) to ensure that you assess all required attributes. Everything assessed should be job relevant!
    • Determine each question’s weighting, if applicable.
    • Give each candidate a chance to speak to all their job-relevant attributes.
    • Keep records should an unselected candidate decide to contest the decision.

    If you don’t prepare in advance:

    • You’ll be distracted thinking about what you are going to ask next and not be fully listening.
    • You likely won’t ask the same questions of all candidates, which impacts the ability to compare across candidates and doesn’t provide a fair process for everyone.
    • You likely won’t ask the questions you need to elicit the information needed to make the right decision.
    • You could ask illegal questions (see Acquire the Right Hires with Effective Interviewing for a list of questions not to ask in an interview).

    Use the Interview Question Planning Guide tab in the Candidate Interview Strategy and Planning Guide to prepare your interview questions.

    Use these tips to draft interview questions:

    • Use job analysis output, in particular the critical incident technique, to develop structured interview questions.
    • Search online or in books for example interview questions for the target position to inform interview question development. Just remember that candidates access these too, so be sure to ask for specific examples, include probing questions, and adapt or modify questions to change them.
    • Situational questions: The situation should be described in sufficient detail to allow an applicant to visualize it accurately and be followed by “what would you do?” Scoring anchors should reflect effective, typical, and ineffective behaviors.
    • Behavioral questions: Should assess a behavioral dimension (e.g. meeting deadlines) and apply to a variety of situations that share the underlying dimension (e.g. at work or school). Scoring anchors should be applicable to a variety of situations and reflect effective, typical, and ineffective behavior.

    Conduct an effective screening interview by listening to non-verbal cues and probing

    Follow these steps to conduct an effective screening interview:

    Introduce yourself and ask if now is a good time to talk. (Before calling, prepare your sales pitch on the organization and the position.)

    You want to catch candidates off guard so that they don’t have time to prepare scripted answers; however, you must be courteous to their schedule.

    Provide an overview of the position, then start asking pre-set questions. Take a lot of notes.

    It is important to provide candidates with as much information as possible about the position – they are deciding whether they are interested in the role as much as you are deciding whether they are suitable.

    Listen to how the questions are answered. Ask follow-up questions when appropriate and especially if the candidate seems to be holding something back.

    If there are long pauses or the candidate’s voice changes, there may be something they aren’t telling you that you should know.

    Be alert to inconsistencies between the resume and answers to the questions and address them.

    It’s important to get to the bottom of issues before the in-person interview. If dates, titles, responsibilities, etc. seem to be inconsistent, ask more questions.

    Ask candidates about their salary expectations.

    It’s important to ensure alignment of the salary expectations early on. If the expectations are much higher than the range, and the candidate doesn’t seem to be open to the lower range, there is no point interviewing them. This would be a waste of everyone’s time.

    Answer the applicant’s questions and conclude the interview.

    Wait until after the interview to rate the applicant.

    Don’t allow yourself to judge throughout the interview, or it could skew questions. Rate the applicant once the interview is complete.

    When you have a shortlist of candidates to invite to an in-person interview, use the Candidate Communication Template to guide you through proper phone and email communications.

    Don’t just prepare top-level interview questions; also prepare probing questions to probe to gain depth and clarity

    Use probing to drill down on what candidates say as much as possible and go beyond textbook answers.

    Question (traditional): “What would you identify as your greatest strength?”

    Answer: Ability to work on a team.

    Top-level interview questions set the stage for probing.

    Your interview script should contain the top two levels of questions in the pyramid and a few probes that you will likely need to ask. You can then drill down further depending on the candidate’s answers.

    Follow-Up Question:

    “Can you outline a particular example when you were able to exercise your teamwork skills to reach a team goal?”

    Probing questions start with asking what, when, who, why, and how, and gain insight into a candidate’s thought process, experiences, and successes.

    Probing Level 1:

    Probe around the what, how, who, when, and where. “How did you accomplish that?”

    How to develop probes? By anticipating the kinds of responses that candidates from different backgrounds or with different levels of experience are likely to give as a response to an interview question. Probes should provide a clear understanding of the situation, the behavior, and the outcome so that the response can be accurately scored. Common probes include:

    • What did you do? What was the outcome?
    • When did this take place (and how long did it take)?
    • Who was involved?
    • Were you leading or being led?
    • How did you accomplish what you did?
    • Why did you take those steps?

    Tailor probes to the candidate’s answers to evoke meaningful and insightful responses.

    Probing Level 2:

    Allow for some creativity.

    “What would you do differently if you were to do it again?”

    Conduct effective interviews and assessments

    Mitigate inherent biases of assessors by integrating formal assessments with objective anchors and clear criteria to create a more inclusive process.

    Consider leveraging behavioral interview questions in your interview to reduce bias.

    • In the past, companies were pushing the boundaries of the conventional interview, using unconventional questions to find top talent, e.g. “what color is your personality?” The logic was that the best people are the ones who don’t necessarily show perfectly on a resume, and they were intent on finding the best.
    • However, many companies have stopped using these questions after extensive statistical analysis revealed there was no correlation between candidates’ ability to answer them and their future performance on the job.
    • Asking behavioral interview questions based on the competency needs of the role is the best way to uncover if the candidates will be able to execute on the job.

    Assessments are created by people that have biases. This often means that assessments can be biased, especially with preferences towards a Western perspective. Even if the same assessments are administered, the questions will be interpreted differently by candidates with varying cultural backgrounds and lived experiences. If assessments do not account for this, it ultimately leads to favoring the answers of certain demographic groups, often ones similar to those who developed the assessment.

    Creating an interview question scorecard

    Attribute you are evaluating

    Probing questions prepared

    Area to take notes

    The image contains a screenshot of an Interview question scorecard.

    Exact question you will ask

    Place to record score

    Anchored scale with definitions of a poor, ok and great answer

    Step 4: Assemble an interview team

    HR and the direct reporting supervisor should always be part of the interview. Make a good impression with a good interview team.

    The must-haves:

    • The Future Manager should always be involved in the process. They should be comfortable with the new hire’s competencies and fit.
    • Human Resources should always be involved in the process – they maintain consistency, legality, and standardization. It’s their job to know the rules and follow them. HR may coordinate and maintain policy standards and/or join in assessing the candidate.
    • There should always be more than just one interviewer, even if it is not at the same time. This helps keep the process objective, allows for different opinions, and gives the interviewee exposure to multiple individuals in the company. But, try to limit the number of panel members to four or less.

    “At the end of the day, it’s the supervisor that has to live with the person, so any decision that does not involve the supervisor is a very flawed process.” – VP, Financial Services

    The nice-to-haves:

    • Future colleagues can offer benefits to both the interviewee and the colleague by:
      • Giving the candidate some insight into what their day-to-day job would be.
      • Relaxing the candidate; allowing for a less formal, less intimidating conversation.
      • Introducing potential teammates for a position that is highly collaborative.
      • Offering the interviewer an excellent professional development opportunity – a chance to present their understanding of what they do.
    • Executives should take part in interviewing for executive hiring, individuals that will report to an executive, or for positions that are extremely important. Executive time is scarce and expensive, so only use it when absolutely necessary.

    Record the interview team details in the Candidate Interview Strategy and Planning Guide template.

    Assign interviewers roles inside and outside the actual interview

    Define Interview Process Roles

    Who Should… Contact candidates to schedule interviews or communicate decisions?

    Who Should… Be responsible for candidate welcomes, walk-outs, and hand-offs between interviews?

    Who Should… Define and communicate each stakeholder’s role?

    Who Should… Chair the preparation and debrief meetings and play the role of the referee when trying to reach a consensus?

    Define Interview Roles

    • Set a role for each interviewer so they know what to focus on and where they fit into the process (e.g. Interviewer A will assess fit). Don’t ad hoc the process and allow everyone to interview based on their own ideas.
    • Consider interviewer qualifications and the impact of the new employee on each interviewer, when deciding the roles of each interviewer (i.e. who will interview for competency and who will interview for fit).
      • For example, managers may be most impacted by technical competencies and should be the interviewer to evaluate the candidate for technical competency.

    “Unless you’ve got roles within the panel really detailed and agreed upon, for example, who is going to take the lead on what area of questions, you end up with a situation where nobody is in charge or accountable for the final interview assessment." – VP, Financial Services

    Info-Tech Insight

    Try a Two Lens Assessment: One interviewer assesses the candidate as a project leader while another assesses them as a people leader for a question such as “Give me an example of when you exercised your leadership skills with a junior team member.”

    Step 5: Set decision rights in stone and communicate them in advance to manage stakeholder expectations and limit conflict

    All interviewers must understand their decision-making authority prior to the interview. Misunderstandings can lead to resentment and conflict.

    It is typical and acceptable that you, as the direct reporting manager, should have veto power, as do some executives.

    Veto Power

    Direct Supervisor or Manager

    Decision Makers: Must Have Consensus

    Other Stakeholders

    Direct Supervisor’s Boss

    Direct Supervisor

    Contributes Opinion

    HR Representative

    Peer

    After the preliminary interview, HR should not be involved in making the decision unless they have a solid understanding of the position.

    Peers can make an unfair assessment due to perceived competition with a candidate. Additionally, if a peer doesn’t want a candidate to be hired and the direct supervisor does hire the candidate, the peer may hold resentment against that candidate and set the team up for conflict.

    The decision should rest on those who will interact with the candidate on a daily basis and who manage the team or department that the candidate will be joining.

    The decisions being made can include whether or not to move a candidate onto the next phase of the hiring process or a final hiring decision. Deciding decision rights in advance defines accountability for an effective interview process.

    Create your interview team, assessments, and objective anchor scale

    1. Download the Behavioral Interview Question Library as a reference.
    2. On tab 9 of your workbook, document all the members of the team and their respective roles in the interview process. Fill in the decision-making authority section to ensure every team member is held accountable to their assigned tasks and understands how their input will be used.
    3. For each required attribute in the Ideal Candidate Scorecard, chose one to two questions from the library that can properly evaluate that attribute.
    4. Copy and paste the questions and probing questions into the Interview Guide Template.
    5. Create an objective anchor scale and clearly define what a poor, ok, and great answer to each question is.

    Download the Behavioral Interview Question Library

    Input Output
    • List of possible team members
    • Ideal Candidate Scorecard
    • Finalized hiring panel
    • Finalized interview and assessment process
    Materials Participants
    • IT Behavioral Interview Question Library
    • Workbook
    • Interview Guide Template
    • IT leadership team
    • IT staff members

    Conduct an effective, professional, and organized in-person interview

    Give candidates a warm, genuine greeting. Introduce them to other interviewers present. Offer a drink. Make small talk.

    “There are some real advantages to creating a comfortable climate for the candidate; the obvious respect for the individual, but people really let their guard down.”

    – HR Director, Financial Services

    Give the candidate an overview of the process, length, and what to expect of the interview. Indicate to the candidate that notes will be taken during the interview.

    If shorter than an hour, you probably aren’t probing enough or even asking the right questions. It also looks bad to candidates if the interview is over quickly.

    Start with the first question in the interview guide and make notes directly on the interview guide (written or typed) for each question.

    Take lots of notes! You think you’ll remember what was said, but you won’t. It also adds transparency and helps with documentation.

    Ask the questions in the order presented for interview consistency. Probe and clarify as needed (see next slide).

    Keep control of the interview by curtailing any irrelevant or long-winded responses.

    After all interview questions are complete, ask candidates if there was anything about their qualifications that was missed that they want to highlight.

    Lets you know they understand the job and gives them the feeling they’ve put everything on the table.

    Ask if the candidate has any questions. Respond to the questions asked.

    Answer candidate questions honestly because fit works both ways. Ensure candidates leave with a better sense of the job, expectations, and organizational culture.

    Review the compensation structure for the position and provide a realistic preview of the job and organization.

    Provide each candidate with a fair chance by maintaining a consistent interview process.

    Tell interviewees what happens next in the process, the expected time frame, and how they will be informed of the outcome. Escort them out and thank them for the interview.

    The subsequent slides provide additional detail on these eight steps to conducting an effective interview.

    Avoid these common biases and mistakes

    Common Biases

    Like-me effect: An often-unconscious preference for, and unfairly positive evaluation of, a candidate based on shared interests, personalities, and experiences, etc.

    Status effect: Overrating candidates based on the prestige of previously held positions, titles, or schools attended.

    Recency bias: Placing greater emphasis on interviews held closer to the decision-making date.

    Contrast effect: Rating candidates relative to those who precede or follow them during the interview process, rather than against previously determined data.

    Solution

    Assess candidates by using existing competency-based criteria.

    Common Mistakes

    Negative tone: Starting the interview on a negative or stressful note may derail an otherwise promising candidate.

    Poor interview management: Letting the candidate digress may leave some questions unanswered and reduce the interview value.

    Reliance of first impressions: Basing decisions on first impressions undermines the objectivity of competency-based selection.

    Failure to ask probing questions: Accepting general answers without asking follow-up questions reduces the evidentiary value of the interview.

    Solution

    Follow the structured interview process you designed and practiced.

    Ask the questions in the order presented in the interview guide, and probe and clarify as needed

    Do...

    Don’t…

    Take control of the interview by politely interrupting to clarify points or keep the interviewee on topic.

    Use probing to drill down on responses and ask for clarification. Ask who, what, when, why, and how.

    Be cognizant of confidentiality issues. Ask for a sample of work from a past position.

    Focus on knowledge or information gaps from previous interviews that need to be addressed in the interview.

    Ensure each member of a panel interview speaks in turn and the lead is given due respect to moderate.

    Be mean when probing. Intimidation actually works against you and is stressful for candidates. When you’re friendly, candidates will actually open up more.

    Interrupt or undermine other panel members. Their comments and questions are just as valid as yours are, and treating others unprofessionally gives a bad impression to the candidate.

    Ask illegal questions. Questions about things like religion, disability, and marital and family status are off limits.

    When listening to candidate responses, watch for tone, body language, and red flags

    Do...

    While listening to responses, also watch out for red and yellow flags.

    Listen to how candidates talk about their previous bosses – you want it to be mainly positive. If their discussion of past bosses reflects a strong sense of self-entitlement or a consistent theme of victimization, this could be a theme in their behavior and make them hard to work with.

    Red Flag

    A concern about something that would keep you from hiring the person.

    Yellow Flag

    A concern that needs to be addressed, but wouldn’t keep you from hiring the person.

    Pay attention to body language and tone. They can tell you a lot about candidate motivation and interest.

    Listen to what candidates want to improve. It’s an opportunity to talk about development and advancement opportunities in the organization.

    Not all candidates have red flags, but it is important to keep them in mind to identify potential issues with the candidate before they are hired.

    Don’t…

    Talk too much! You are there to listen. Candidates should do about 80% of the talking so you can adequately evaluate them. Be friendly, but ensure to spend the time allotted assessing, not chatting.

    If you talk too much, you may end up hiring a weak candidate because you didn’t perceive weaknesses or not hire a strong candidate because you didn’t identify strengths.

    What if you think you sense a red or yellow flag?

    Following the interview, immediately discuss the situation with others involved in the recruitment process or those familiar with the position, such as HR, another hiring manager, or a current employee in the role. They can help evaluate if it’s truly a matter of concern.

    Increase hiring success: Give candidates a positive perception of the organization in the interview

    Great candidates want to work at great organizations.

    When the interviewer makes a positive impression on a candidate and provides a positive impression of the organization it carries forward after they are hired.

    In addition, better candidates can be referred over the course of time due to higher quality networking.

    As much as choosing the right candidate is important to you, make sure the right candidate wants to choose you and work for your organization.

    The image contains a screenshot of a graph to demonstrate the percent of successful hires relates strongly to interviewers giving candidates a positive perception of the organization.

    Interview advice seems like common sense, but it’s often not heeded, resulting in poor interviews

    Don’t…

    Believe everything candidates say. Most candidates embellish and exaggerate to find the answers they think you want. Use probing to drill down to specifics and take them off their game.

    Ask gimmicky questions like “what color is your soul?” Responses to these questions won’t give you any information about the job. Candidates don’t like them either!

    Focus too much on the resume. If the candidate is smart, they’ve tailored it to match the job posting, so of course the person sounds perfect for the job. Read it in advance, highlight specific things you want to ask, then ignore it.

    Oversell the job or organization. Obviously you want to give candidates a positive impression, but don’t go overboard because this could lead to unhappy hires who don’t receive what you sold them. Candidates need to evaluate fit just as much as you.

    Get distracted by a candidate’s qualifications and focus only on their ability to do the job. Just because they are qualified does not mean they have the attitude or personality to fit the job or culture.

    Show emotion at any physical handicap. You can’t discriminate based on physical disability, so protect the organization by not drawing attention to it. Even if you don’t say anything, your facial expression may.

    Bring a bad day or excess baggage into the interview, or be abrupt, rushed, or uninterested in the interview. This is rude behavior and will leave a negative impression with candidates, which could impact your chances of hiring them.

    Submit to first impression bias because you’ll spend the rest of the interview trying to validate your first impression, wasting your time and the candidate’s. Remain as objective as possible and stick to the interview guide to stay focused on the task at hand.

    “To the candidate, if you are meeting person #3 and you’re hearing questions that person #1 and #2 asked, the company doesn’t look too hot or organized.” – President, Recruiting Firm

    Practice behavioral interviews

    1. In groups of at least three:
    • Assign one person to act as the manager conducting the interview, a second person to act as the candidate, and a third to observe.
    • The observer will provide feedback to the manager at the end of the role play based on the information you just learned.
    • Observers – please give feedback on the probing questions and body language.
  • Managers, select an interview question from the list your group put together during the previous exercise. Take a few minutes to think about potential probing questions you could follow up with to dig for more information.
  • Candidates, try to act like a real candidate. Please don’t make it super easy on the managers – but don’t make it impossible either!
  • Once the question has been asked and answered:
    • How did it go?
    • Were you able to get the candidate to speak in specifics rather than generalities? What tips do you have for others?
    • What didn’t go so well? Any surprises?
    • What would you do differently next time?
    • If this was a real hiring situation, would the information you got from just that one question help you make a hiring decision for the role?
  • Now switch roles and select a new interview question to use for this round. Repeat until everyone has had a chance to practice.
  • Input Output
    • Interview questions and scorecard
    • Practice interviews
    Materials Participants
    • IT Behavioral Interview Question Library
    • Workbook
    • Hiring Manager
    • Interview Panel Members

    Download the Behavioral Interview Question Library

    Record best practices, effective questions, and candidate insights for future use and current strategy

    Results and insights gained from evaluations need to be recorded and assessed to gain value from them going forward.

    • To optimize evaluation, all feedback should be forwarded to a central point so that the information can be shared with all stakeholders. HR can serve in this role.
    • Peer evaluations should be shared shortly after the interview. Immediate feedback that represents all the positive and negative responses is instructional for interviewers to consider right away.
    • HR can take a proactive approach to sharing information and analyzing and improving the interview process in order to collaborate with hiring departments for better talent management.
    • Collecting information about effective and ineffective interview questions will guide future interview revision and development efforts.

    Evaluations Can Inform Strategic Planning and Professional Development

    Strategic Planning

    • Survey data can be used to inform strategic planning initiatives in recruiting.
    • Use the information to build a case to the executive team for training, public relations initiatives, or better candidate management systems.

    Professional Development

    • Survey data from all evaluations should be used to inform future professional development initiatives.
    • Interview areas where all team members show weaknesses should be training priorities.
    • Individual weaknesses should be integrated into each professional development plan.

    Want to learn more?

    Recruit IT Talent

    • Improve candidate experience to hire top IT talent.

    Recruit and Retain More Women in IT

    • Gender diversity is directly correlated to IT performance.

    Recruit and Retain People of Color in IT

    • Good business, not just good philanthropy.

    Develop a Comprehensive Onboarding Plan

    Drive employee engagement and retention with a robust program that acclimates, guides, and develops new hires.

    Onboarding should pick up where candidate experience leaves off

    Do not confuse onboarding with orientation

    Onboarding ≠ Orientation

    Onboarding is more than just orientation. Orientation is typically a few days of completing paperwork, reading manuals, and learning about the company’s history, strategic goals, and culture. By contrast, onboarding is three to twelve months dedicated to welcoming, acclimating, guiding, and developing new employees – with the ideal duration reflecting the time to productivity for the role.

    A traditional orientation approach provides insufficient focus on the organizational identification, socialization, and job clarity that a new hire requires. This is a missed opportunity to build engagement, drive productivity, and increase organizational commitment. This can result in early disengagement and premature departure.

    Effective onboarding positively impacts the organization and bottom line

    Over the long term, effective onboarding has a positive impact on revenue and decreases costs.

    The benefits of onboarding:

    • Save money and frustration
      • Shorten processing time, reduce administrative costs, and improve compliance.
    • Boost revenue
      • Help new employees become productive faster – also reduce the strain on existing employees who would normally be overseeing them or covering a performance shortfall.
    • Drive engagement and reduce turnover
      • Quickly acclimate new hires to your organization’s environment, culture, and values.
    • Reinforce culture and employer brand
      • Ensure that new hires feel a connection to the organization’s culture.

    Onboarding drives new hire engagement from day one

    The image contains a graph to demonstrate the increase in overall engagement in relation to onboarding.

    When building an onboarding program, retain the core aims: acclimate, guide, and develop

    The image contains a picture of a circle with a smaller circle inside it, and a smaller circle inside that one. The smallest circle is labelled Acclimate, the medium sized circle is labelled Guide, and the biggest circle is labelled Develop.

    Help new hires feel connected to the organization by clearly articulating the mission, vision, values, and what the company does. Help them understand the business model, the industry, and who their competitors are. Help them feel connected to their new team members by providing opportunities for socialization and a support network.

    Help put new hires on the path to high performance by clearly outlining their role in the organization and how their performance will be evaluated.

    Help new hires receive the experience and training they require to become high performers by helping them build needed competencies.

    We recommend a three-to-twelve-month onboarding program, with the performance management aspect of onboarding extending out to meet the standard organizational performance management cycle.

    Info-Tech Insight

    The length of the onboarding program should align with the average time to productivity for the role(s). Consider the complexity of the role, the industry, and the level of the new hire when determining program length.

    For example, call center workers who are selling a straight-forward product may only require a three-month onboarding, while senior leaders may require a year-long program.

    Watch for signs that you aren’t effectively acclimating, guiding, and developing new hires

    Our primary and secondary research identified the following as the most commonly stated reasons why employees leave organizations prematurely. These issues will be addressed throughout the next section.

    Acclimate

    Guide

    Develop

    • Onboarding experience is misaligned from the employer’s brand.
    • Socialization and/or integration into the existing culture is left to the employee.
    • Key role expectations or role usefulness is not clearly communicated.
    • Company strategy is unclear.
    • Opportunities for advancement are unclear.
    • Coaching, counseling, and/or support from co-workers and/or management is lacking.
    • The organization fails to demonstrate that it cares about the new employee’s needs.

    “Onboarding is often seen as an entry-level HR function. It needs to rise in importance because it’s the first impression of the organization and can be much more powerful than we sometimes give it credit for. It should be a culture building and branding program.” – Doris Sims, SPHR, The Succession Consultant, and Author, Creative Onboarding Programs

    Use the onboarding tabs in the workbook to evaluate and redesign the onboarding program

    1. On tab 10, brainstorm challenges that face the organization's current onboarding program. Identify if they fall into the "acclimate," "guide," or "develop" category. Next, record the potential impact of this challenge on the overall effectiveness of the onboarding program.
    2. On tab 11, record each existing onboarding activity. Then, identify if that activity will be kept or if it should be retired. Next, document if the activity fell into the "acclimate," "guide," or "develop" category.
    3. On tab 12, document gaps that currently exist in the onboarding program. Modify the timeline along the side of the tab to ensure it reflects the timeline you have identified.
    4. On tab 13, document the activities that will occur in the new onboarding program. This should be a combination of current activities that you want to retain and new activities that will be added to address the gaps noted on tab 12. For each activity, identify if it will fall in the acclimate, guide, or develop section. Add any additional notes. Before moving on, make sure that there are no categories that have no activities (e.g. no guide activities).
    Input Output
    • Existing onboarding activities
    • Determine new onboarding activities
    • Map out onboarding responsibilities
    Materials Participants
    • Workbook
    • Hiring Managers
    • HR

    Review the administrative aspects of onboarding and determine how to address the challenges

    The image contains tabs, three main large tabs are labelled: Acclimate, Guide, and Develop. There are smaller tabs in between that are in relation to the three main ones.

    Sample challenges

    Potential solutions

    Some paperwork cannot be completed digitally (e.g. I-9 form in the US).

    Where possible, complete forms with digital signatures (e.g. DocuSign). Where not possible, begin the process earlier and mail required forms to employees to sign and return, or scan and email for the employee to print and return.

    Required compliance training material is not available virtually.

    Seek online training options where possible. Determine the most-critical training needs and prioritize the replication of materials in audio/video format (e.g. recorded lecture) and distribute virtually.

    Employees may not have access to their equipment immediately due to shipping or supply issues.

    Delay employee start dates until you can set them up with the proper equipment and access needed to do their job.

    New hires can’t get answers to their questions about benefits information and setup.

    Schedule a meeting with an HR representative or benefits vendor to explain how benefits will work and how to navigate employee self-service or other tools and resources related to their benefits.

    Info-Tech Insight

    One of the biggest challenges for remote new hires is the inability to casually ask questions or have conversations without feeling like they’re interrupting. Until they have a chance to get settled, providing formal opportunities for questions can help address this.

    Review how company information is shared during onboarding and how to address the challenges

    The image contains tabs, three main large tabs are labelled: Acclimate, Guide, and Develop. There are smaller tabs in between that are in relation to the three main ones.

    Sample challenges

    Potential solutions

    Key company information such as organizational history, charts, or the vision, mission, and values cannot be clearly learned by employees on their own.

    Have the new hire’s manager call to walk through the important company information to provide a personal touch and allow the new hire to ask questions and get to know their new manager.

    Keeping new hires up to date on crisis communications is important, but too much information may overwhelm them or cause unnecessary stress.

    Sharing the future of the organization is a critical part of the company information stage of onboarding and the ever-changing nature of the COVID-19 crisis is informing many organizations’ future right now. Be honest but avoid over-sharing plans that may change.

    New hires can’t get answers to their questions about benefits information and setup.

    Schedule a meeting with an HR representative or benefits vendor to explain how benefits will work and how to navigate employee self-service or other tools and resources related to their benefits.

    Review the socialization aspects of onboarding and determine how to address the challenges

    The image contains tabs, three main large tabs are labelled: Acclimate, Guide, and Develop. There are smaller tabs in between that are in relation to the three main ones.

    Sample challenges

    Potential solutions

    Team introductions via a team lunch or welcome event are typically done in person.

    Provide managers with a calendar of typical socialization events in the first few weeks of onboarding and provide instructions and ideas for how to schedule replacement events over videoconferencing.

    New hires may not have a point of contact for informal questions or needs if their peers aren’t around them to help.

    If it doesn’t already exist, create a virtual buddy program and provide instructions for managers to select a buddy from the new hire’s team. Explain that their role is to field informal questions about the company, team, and anything else and that they should book weekly meetings with the new hire to stay in touch.

    New hires will not have an opportunity to learn or become a part of the informal decision-making networks at the organization.

    Hiring managers should consider key network connections that new hires will need by going through their own internal network and asking other team members for recommendations.

    New hires will not be able to casually meet people around the office.

    Provide the employee with a list of key contacts for them to reach out to and book informal virtual coffee chats to introduce themselves.

    Adapt the Guide phase of onboarding to a virtual environment

    The image contains tabs, three main large tabs are labelled: Acclimate, Guide, and Develop. There are smaller tabs in between that are in relation to the three main ones.

    Sample challenges

    Potential solutions

    Performance management (PM) processes have been paused given the current crisis.

    Communicate to managers that new hires still need to be onboarded to the organization’s performance management process and that goals and feedback need to be introduced and the review process outlined even if it’s not currently happening.

    Goals and expectations differ or have been reprioritized during the crisis.

    Ask managers to explain the current situation at the organization and any temporary changes to goals and expectations as a result of new hires.

    Remote workers often require more-frequent feedback than is mandated in current PM processes.

    Revamp PM processes to include daily or bi-weekly touchpoints for managers to provide feedback and coaching for new hires for at least their first six months.

    Managers will not be able to monitor new hire work as effectively as usual.

    Ensure there is a formal approach for how employees will keep their managers updated on what they're working on and how it's going, for example, daily scrums or task-tracking software.

    For more information on adapting performance management to a virtual environment, see Info-Tech’s Performance Management for Emergency Work-From-Home research.

    Take an inventory of training and development in the onboarding process and select critical activities

    The image contains tabs, three main large tabs are labelled: Acclimate, Guide, and Develop. There are smaller tabs in between that are in relation to the three main ones.

    Categorize the different types of formal and informal training in the onboarding process into the following three categories. For departmental and individual training, speak to managers to understand what is required on a department and role basis:

    Organizational

    Departmental

    Individual

    For example:

    • Employee self-service overview
    • Health and safety/compliance training
    • Core competencies

    For example:

    • Software training (e.g. Salesforce)
    • Job shadowing to learn how to work equipment or to learn processes

    For example:

    • Mentoring
    • External courses
    • Support to work toward a certification

    In a crisis, not every training can be translated to a virtual environment in the short term. It’s also important to focus on critical learning activities versus the non-critical. Prioritize the training activities by examining the learning outcomes of each and asking:

    • What organizational training does every employee need to be a productive member of the organization?
    • What departmental or individual training do new hires need to be successful in their role?

    Lower priority or non-critical activities can be used to fill gaps in onboarding schedules or as extra activities to be completed if the new hire finds themselves with unexpected downtime to fill.

    Determine how onboarding training will be delivered virtually

    The image contains tabs, three main large tabs are labelled: Acclimate, Guide, and Develop. There are smaller tabs in between that are in relation to the three main ones.

    Who will facilitate virtual training sessions?

    • For large onboarding cohorts, consider live delivery via web conferencing where possible. This will create a more engaging training program and will allow new hires to interact with and ask questions of the presenter.
    • For individual new hires or small cohorts, have senior leaders or key personnel from across the organization record different trainings that are relevant for their role.
      • For example, training sessions about organizational culture can be delivered by the CEO or other senior leader, while sales training could be delivered by a sales executive.

      If there is a lack of resources, expertise, or time, outsource digital training to a content provider or through your LMS.

    What existing or free tools can be leveraged to immediately support digital training?

    • Laptops and PowerPoint to record training sessions that are typically delivered in-person
    • YouTube/Vimeo to host recorded lecture-format training
    • Company intranet to host links and files needed to complete training
    • Web conferencing software to host live training/orientation sessions (e.g. Webex)
    • LMS to host and track completion of learning content

    Want to learn more?

    Recruit IT Talent

    • Improve candidate experience to hire top IT talent.

    Recruit and Retain More Women in IT

    • Gender diversity is directly correlated to IT performance.

    Recruit and Retain People of Color in IT

    • Good business, not just good philanthropy.

    Adapt Your Onboarding Process to a Virtual Environment

    • Develop short-term solutions with a long-term outlook to quickly bring in new talent.

    Bibliography

    2021 Recruiter Nation Report. Survey Analysis, Jobvite, 2021. Web.

    “5 Global Stats Shaping Recruiting Trends.” The Undercover Recruiter, 2022. Web.

    Barr, Tavis, Raicho Bojilov, and Lalith Munasinghe. "Referrals and Search Efficiency: Who Learns What and When?" The University of Chicago Press, Journal of Labor Economics, vol. 37, no. 4, Oct. 2019. Web.

    “How to grow your team better, faster with an employee referral program.” Betterup, 10 Jan. 2022. Web.

    “Employee Value Proposition: How 25 Companies Define Their EVP.” Built In, 2021. Web.

    Global Leadership Forecast 2021. Survey Report, DDI World, 2021. Web.

    “Connecting Unemployed Youth with Organizations That Need Talent.” Harvard Business Review, 3 November 2016. Web.

    Ku, Daniel. “Social Recruiting: Everything You Need To Know for 2022.” PostBeyond, 26 November 2021. Web.

    Ladders Staff. “Shedding light on the job search.” Ladders, 20 May 2013. Web.

    Merin. “Campus Recruitment – Meaning, Benefits & Challenges.” HR Shelf, 1 February 2022. Web.

    Mobile Recruiting. Smart Recruiters, 2020. Accessed March 2022.

    Roddy, Seamus. “5 Employee Referral Program Strategies to Hire Top Talent.” Clutch, 22 April 2020. Web.

    Sinclair, James. “What The F*dge: That's Your Stranger Recruiting Budget?” LinkedIn, 11 November 2019. Web.

    “Ten Employer Examples of EVPs.” Workology, 2022. Web

    “The Higher Cost of a Bad Hire.” Robert Half, 15 March 2021. Accessed March 2022.

    Trost, Katy. “Hiring with a 90% Success Rate.” Katy Trost, Medium, 8 August 2022. Web.

    “Using Social Media for Talent Acquisition.” SHRM, 20 Sept. 2017. Web.

    Build an Application Department Strategy

    • Buy Link or Shortcode: {j2store}180|cart{/j2store}
    • member rating overall impact: 9.2/10 Overall Impact
    • member rating average dollars saved: $220,866 Average $ Saved
    • member rating average days saved: 34 Average Days Saved
    • Parent Category Name: Architecture & Strategy
    • Parent Category Link: /architecture-and-strategy
    • Application delivery has modernized. There are increasing expectations on departments to deliver on organizational and product objectives with increasing velocity.
    • Application departments produce many diverse, divergent products, applications, and services with expectations of frequent updates and changes based on rapidly changing landscapes

    Our Advice

    Critical Insight

    • There is no such thing as a universal “applications department.” Unlike other domains of IT, there are no widely accepted frameworks that clearly outline universal best practices of application delivery and management.
    • Different software needs and delivery orientations demand a tailored structure and set of processes, especially when managing a mixed portfolio or multiple delivery methods.

    Impact and Result

    Understand what your department’s purpose is through articulating its strategy in three steps:

    • Determining your application department’s values, principles, and orientation.
    • Laying out the goals, objectives, metrics, and priorities of the department.
    • Building a communication plan to communicate your overall department strategy.

    Build an Application Department Strategy Research & Tools

    Start here – read the Executive Brief

    Read our concise Executive Brief to find out why you should build an application department 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. Take stock of who you are

    Consider and record your department’s values, principles, orientation, and capabilities.

    • Build an Application Department Strategy – Phase 1: Take Stock of Who You Are
    • Application Department Strategy Supporting Workbook

    2. Articulate your strategy

    Define your department’s strategy through your understanding of your department combined with everything that you do and are working to do.

    • Build an Application Department Strategy – Phase 2: Articulate Your Strategy
    • Application Department Strategy Template

    3. Communicate your strategy

    Communicate your department’s strategy to your key stakeholders.

    • Build an Application Department Strategy – Phase 3: Communicate Your Strategy

    Infographic

    Workshop: Build an Application Department 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 Take Stock of Who You Are

    The Purpose

    Understand what makes up your application department beyond the applications and services provided.

    Key Benefits Achieved

    Articulating your guiding principles, values, capabilities, and orientation provides a foundation for expressing your department strategy.

    Activities

    1.1 Identify your team’s values and guiding principles.

    1.2 Define your department’s orientation.

    Outputs

    A summary of your department’s values and guiding principles

    A clear view of your department’s orientation and supporting capabilities

    2 Articulate Your Strategy

    The Purpose

    Lay out all the details that make up your application department strategy.

    Key Benefits Achieved

    A completed application department strategy canvas containing everything you need to communicate your strategy.

    Activities

    2.1 Write your application department vision statement.

    2.2 Define your application department goals and metrics.

    2.3 Specify your department capabilities and orientation.

    2.4 Prioritize what is most important to your department.

    Outputs

    Your department vision

    Your department’s goals and metrics that contribute to achieving your department’s vision

    Your department’s capabilities and orientation

    A prioritized roadmap for your department

    3 Communicate Your Strategy

    The Purpose

    Lay out your strategy’s communication plan.

    Key Benefits Achieved

    Your application department strategy presentation ready to be presented to your stakeholders.

    Activities

    3.1 Identify your stakeholders.

    3.2 Develop a communication plan.

    3.3 Wrap-up and next steps

    Outputs

    List of prioritized stakeholders you want to communicate with

    A plan for what to communicate to each stakeholder

    Communication is only the first step – what comes next?

    Understand and Apply Internet-of-Things Use Cases to Drive Organizational Success

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    • Parent Category Name: Customer Relationship Management
    • Parent Category Link: /customer-relationship-management
    • The Internet of Things (IoT) is a rapidly proliferating technology – connected devices have experienced unabated growth over the last ten years.
    • The business wants to capitalize on the IoT and move the needle forward for proactive customer service and operational efficiency.
    • Moreover, IT wants to maintain its reputation as forward-thinking, and the business wants to be innovative.

    Our Advice

    Critical Insight

    • Leverage Info-Tech’s comprehensive three-phase approach to IoT projects: understand the fundamentals of IoT capabilities, assess where the IoT will drive value within the organization, and present findings to stakeholders.
    • Conduct a foundational IoT discussion with stakeholders to level set expectations about the technology’s capabilities.
    • Determine your organization’s approach to the IoT in terms of both hardware and software.
    • Determine which use case your organization fits into: three of the use cases highlighted in this report include predictive customer service, smart offices, and supply chain applications.

    Impact and Result

    • Our methodology addresses the possible issues by using a case-study approach to demonstrate the “Art of the Possible” for the IoT.
    • With an understanding of the IoT, it is possible to find applicable use cases for this emerging technology and get a leg up on competitors.

    Understand and Apply Internet-of-Things Use Cases to Drive Organizational Success Research & Tools

    Start here – read the Executive Brief

    Read our concise Executive Brief to find out why your organization should care about the IoT’s potential to transform the service and the workplace, and how Info-Tech will support you as you identify and build your IoT use cases.

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

    1. Understand core IoT use cases

    Analyze the scope of the IoT and the three most prominent enterprise use cases.

    • Understand and Apply Internet-of-Things Use Cases to Drive Organizational Success – Phase 1: Understand Core IoT Use Cases

    2. Build the business case for IoT applications

    Develop and prioritize use cases for the IoT using Info-Tech’s IoT Initiative Framework.

    • Understand and Apply Internet-of-Things Use Cases to Drive Organizational Success – Phase 2: Build the Business Case for IoT Initiatives

    3. Present IoT initiatives to stakeholders

    Present the IoT initiative to stakeholders and understand the way forward for the IoT initiative.

    • Understand and Apply Internet-of-Things Use Cases to Drive Organizational Success – Phase 3: Present IoT Initiatives to Stakeholders
    • Internet of Things Stakeholder Presentation Template
    [infographic]

    Improve Service Desk Ticket Queue Management

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    • Parent Category Name: Service Desk
    • Parent Category Link: /service-desk
    • Service desk tickets pile up in the queue, get lost or buried, jump between queues without progress, leading to slow response and resolution times, a seemingly insurmountable backlog and breached SLAs.
    • There are no defined rules or processes for how tickets should be assigned and routed and technicians don’t know how to prioritize their assigned work, meaning tickets take too long to get to the right place and aren’t always resolved in the correct or most efficient order.
    • Nobody has authority or accountability for queue management, meaning everyone has eyes only on their own tickets while others fall through the cracks.

    Our Advice

    Critical Insight

    If everybody is managing the queue, then nobody is. Without clear ownership and accountability over each and every queue, then it becomes too easy for everyone to assume someone else is handling or monitoring a ticket when in fact nobody is. Assign a Queue Manager to each queue and ensure someone is responsible for monitoring ticket movement across all the queues.

    Impact and Result

    • Clearly define your queue structure, organize the queues by content, then assign resources to relevant queues depending on their role and expertise.
    • Define and document queue management processes, from initial triage to how to prioritize work on assigned tickets. Once processes have been defined, identify opportunities to build in automation to improve efficiency.
    • Ensure everyone who handles tickets is clear on their responsibilities and establish clear ownership and accountability for queue management.

    Improve Service Desk Ticket Queue Management Research & Tools

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

    1. Ticket Queue Management Deck – A guide to service desk ticket queue management best practices and advice

    This storyboard reviews the top ten pieces of advice for improving ticket queue management at the service desk.

    • Improve Service Desk Ticket Queue Management Storyboard

    2. Service Desk Queue Structure Template – A template to help you map out and optimize your service desk ticket queues

    This template includes several examples of service desk queue structures, followed by space to build your own model of your optimal service desk queue structure and document who is assigned to each queue and responsible for managing each queue.

    • Service Desk Queue Structure Template
    [infographic]

    Further reading

    Improve Service Desk Ticket Queue Management

    Strong queue management is the foundation to good customer service

    Analyst Perspective

    Secure your foundation before you start renovating.

    Service Desk and IT leaders who are struggling with low efficiency, high backlogs, missed SLAs, and poor service desk metrics often think they need to hire more resources or get a new ITSM tool with better automation and AI capabilities. However, more often than not, the root cause of their challenges goes back to the fundamentals.

    Strong ticket queue management processes are critical to the success of all other service desk processes. You can’t resolve incidents and fulfill service requests in time to meet SLAs without first getting the ticket to the right place efficiently and then managing all tickets in the queue effectively. It sounds simple, but we see a lot of struggles around queue management, from new tickets sitting too long before being assigned, to in-progress tickets getting buried in favor of easier or higher-priority tickets, to tickets jumping from queue to queue without progress, to a seemingly insurmountable backlog.

    Once you have taken the time to clearly structure your queues, assign resources, and define your processes for routing tickets to and from queues and resolving tickets in the queue, you will start to see response and resolution time decrease along with the ticket backlog. However, accountability for queue management is often overlooked and is really key to success.
    This is an image of Dr. Natalie Sansone, Senior Research Analyst at Info-Tech Research Group

    Natalie Sansone, PhD
    Senior Research Analyst, Infrastructure & Operations
    Info-Tech Research Group

    Executive Summary

    Your Challenge

    • Tickets come into the service desk via multiple channels (email, phone, chat, portal) and aren’t consolidated into a single queue, making it difficult to know what to prioritize.
    • New tickets sit in the queue for too long before being assigned while assigned tickets sit for too long without progress or in the wrong queue, leading to slow response and resolution times.
    • Tickets quickly pile up in the queues, get lost or buried, or jump between queues without finding the right home, leading to a seemingly insurmountable backlog and breached SLAs.

    Common Obstacles

    • All tickets pile into the same queue, making it difficult to view, manage, or know who’s working on what.
    • There are no defined rules or processes for how tickets should be assigned and routed, meaning they often take too long to get to the right place.
    • Technicians have no guidelines as to how to prioritize their work, and no easy way to organize their tickets or queue to know what to work on next.
    • Nobody has authority or accountability for queue management, meaning everyone has eyes only on their own tickets while others fall through the cracks.

    Info-Tech’s Approach

    • Clearly define your queue structure, organize the queues by content, then assign resources to relevant queues depending on their role and expertise.
    • Define and document queue management processes, from initial triage to how to prioritize work on assigned tickets. Ensure everyone who handles tickets is clear on their responsibilities.
    • Establish clear ownership and accountability for queue management.
    • Once processes have been defined, identify opportunities to build in automation to improve efficiency.

    Info-Tech Insight

    If everybody is managing the queue, then nobody is. Without clear ownership and accountability over each and every queue it becomes too easy for everyone to assume someone else is handling or monitoring a ticket when in fact nobody is. Assign a Queue Manager to each queue and ensure someone is responsible for monitoring ticket movement across all the queues.

    Timeliness is essential to customer satisfaction

    And timeliness can’t be achieved without good queue management practices.

    As soon as that ticket comes in, the clock starts ticking…

    A host of different factors influence service desk response time and resolution time, including process optimization and documentation, workflow automation, clearly defined prioritization and escalation rules, and a comprehensive and easily accessible knowledgebase.

    However, the root cause of poor response and resolution time often comes down to the basics like ticket queue management. Without clearly defined processes and ownership for assigning and actioning tickets from the queue in the most effective order and manner, customer satisfaction will suffer.

    For every 12-hour delay in response time*, CSAT drops by 9.6%.

    *to email and web support tickets
    Source: Freshdesk, 2021

    A Freshworks analysis of 107 million service desk interactions found the relationship between CSAT and response time is stronger than resolution time - when customers receive prompt responses and regular updates, they place less value on actual resolution time.

    A queue is simply a line of people (or tickets) waiting to be helped

    When customers reach out to the service desk for help, their messages are converted into tickets that are stored in a queue, waiting to be actioned appropriately.

    Ticket Queue

    Email/web
    Ideally, the majority of tickets come into the ticket queue through email or a self-service portal, allowing for appropriate categorization, prioritization, and assignment.

    Phone
    For IT teams with a high volume of support requests coming in through the phone, reducing wait time in queue may be a priority.

    Chat
    Live chat is growing in popularity as an intake method and may require routing and distribution rules to prevent long or multiple queues.

    Queue Management

    Queue management is a set of processes and tools to direct and monitor tickets or manage ticket flow. It involves the following activities:

    • Review incoming tickets
    • Categorize and prioritize tickets
    • Route or assign appropriately
    • View or update ticket status
    • Monitor resource workload
    • Ensure tickets are being actioned in time
    • Proactively identify SLA breaches

    Ineffective queue management can bury you in backlog

    Ticket backlog with poor queue management

    Without a clear and efficient process or accountability for moving incoming tickets to the right place, tickets will be worked on randomly, older tickets will get buried, the backlog will grow, and SLAs will be missed.

    Ticket backlog with good queue management

    With effective queue management and ownership, tickets are quickly assigned to the right resource, worked on within the appropriate SLO/SLA, and actively monitored, leading to a more manageable backlog and good response and resolution times.

    A growing backlog will quickly lead to dissatisfied end users and staff

    Failing to efficiently move tickets from the queue or monitor tickets in the queue can quickly lead to tickets being buried and support staff feeling buried in tickets.

    Common challenges with queue management include:

    • Tickets come in through multiple channels and aren’t consolidated into a single queue
    • New tickets sit unassigned for too long, resulting in long response times
    • Tickets move around between multiple queues with no clear ownership
    • Assigned tickets sit too long in a queue without progress and breach SLA
    • No accountability for queue ownership and monitoring
    • Technicians cherry pick the easiest tickets from the queue
    • Technicians have no easy way to organize their queue to know what to work on next

    This leads to:

    • Long response times
    • Long resolution times
    • Poor workload distribution and efficiency
    • High backlog
    • Disengaged, frustrated staff
    • Dissatisfied end users

    Info-Tech Insight

    A growing backlog will quickly lead to frustrated and dissatisfied customers, causing them to avoid the service desk and seek alternate methods to get what they need, whether going directly to their favorite technician or their peers (otherwise known as shadow IT).

    Dig yourself out with strong queue management

    Strong queue management is the foundation to good customer service.

    Build a mature ticket queue management process that allows your team to properly prioritize, assign, and work on tickets to maximize response and resolution times.

    A mature queue management process will:

    • Reduce response time to address tickets.
    • Effectively prioritize tickets and ensure everyone knows what to work on next.
    • Ensure tickets get assigned and routed to the right queue and/or resource efficiently.
    • Reduce overall resolution time to resolve tickets.
    • Enable greater accountability for queue management and monitoring of tickets.
    • Improve customer and employee satisfaction.

    As queue management maturity increases:
    Response time decreases
    Resolution time decreases
    Backlog decreases
    End-user satisfaction increases

    Ten Tips to Effectively Manage Your Queue

    The remaining slides in this deck will review these ten pieces of advice for designing and managing your ticket queues effectively and efficiently.

    1. Define your optimal queue structure
    2. Design and assign resources to relevant queues
    3. Define and document queue management processes
    4. Clearly define queue management responsibilities for every team member
    5. Establish clear ownership & accountability over all queues
    6. Always keep ticket status and documentation up to date
    7. Shift left to reduce queue volume
    8. Build-in automation to improve efficiency
    9. Configure your ITSM tool to support and optimize queue management processes
    10. Don’t lose visibility of the backlog

    #1: Define your optimal queue structure

    There is no one right way to do queue management; choose the approach that will result in the highest value for your customers and IT staff.

    Sample queue structures

    This is an image of a sample Queue structure, where Incoming Tickets from all channels pass through auto or manual Queue assignment, to a numbered queue position.

    *Queues may be defined by skillset, role, ticket category, priority, or a hybrid.

    Triage and Assign

    • All incoming tickets are assigned to an appropriate queue based on predefined criteria.
    • Queue assignment may be done through automated workflows based on specific fields within the ticket, or manually by a
    • Queue Manager, dedicated coordinator, or Tier 1 staff.
    • Queues may be defined based on:
      • Skillset/team (e.g. Infrastructure, Security, Apps, etc.)
      • Ticket category (e.g. Network, Office365, Hardware, etc.)
      • Priority (e.g. P1, P2, P3, P4, P5)
    • Resources may be assigned to multiple queues.

    Define your optimal queue structure (cont.)

    Tiered generalist model

    • All incidents and service requests are routed to Tier 1 first, who prioritize and, if appropriate, conduct initial triage, troubleshooting, and resolution on a wide range of issues.
    • More complex or high-priority tickets are escalated to resources at Tier 2 and/or Tier 3, who are specialists working on projects in addition to support tickets.
    This is an image of the Tiered Generalist Model

    Unassigned queue

    • Very small teams may work from an unassigned queue if there are processes in place to monitor tickets and workload balance.
    • Typically, these teams work by resolving the oldest tickets first regardless of complexity (also known as First In, First Out or FIFO). However, this doesn’t allow for much flexibility in terms of priority of the request or customer.
    This is an image of an unassigned queue model

    #2: Design and assign resources to relevant queues

    Once you’ve defined your overall structure, define the content of each queue.

    This image depicts a sample queue organization structure. The bin titles are: Workgroup; Customer Group; Problem Type; and Hybrid

    Info-Tech Insight

    Start small; don’t create a queue for every possible ticket type. Remember that someone needs to be accountable for each of these queues, so only build what you can monitor.

    #3 Define and document queue management processes

    A clear, comprehensive, easily digestible SOP or workflow outlining the steps for handling new tickets and working tickets from the queue will help agents deliver a consistent experience.

    PROCESS INCLUDES:

    DEFINE THE FOLLOWING:

    TRIAGING INCOMING TICKETS

    • Ensure a ticket is created for every issue coming from every channel (e.g. phone, email, chat, walk-in, portal).
    • Assign a priority to each ticket.
    • Categorize ticket and add any necessary documentation
    • Update ticket status.
    • Delete spam, merge duplicate tickets, clean up inbox.
    • Assign tickets to appropriate queue or resource, escalate when necessary.
    • How should tickets be prioritized?
    • How should tickets from each channel be prioritized and routed? (e.g. are phone calls resolved right away? Are chats responded to immediately?)
    • Criteria that determine where a ticket should be sent or assigned (i.e. ticket category, priority, customer type).
    • How should VIP tickets be handled?
    • When should tickets be automatically escalated?
    • Which tickets require hierarchical escalation (i.e. to management)?

    WORKING ON ASSIGNED TICKETS

    • Continually update ticket status and documentation.
    • Assess which tickets should be worked on or completed ahead of others.
    • Troubleshoot, resolve, or escalate tickets.
    • In what order should tickets be worked on (e.g. by priority, by age, by effort, by time to breach)?
    • How long should a ticket be worked on without progress before it should be escalated to a different tier or queue?
    • Exceptions to the rule (e.g. in which circumstances should a lower priority ticket be worked on over a higher priority ticket).

    Process recommendations

    As you define queue management processes, keep the following advice in mind:

    Rotate triage role

    The triage role is critical but difficult. Consider rotating your Tier 1 resources through this role, or your service desk team if you’re a very small group.

    Limit and prioritize channels

    You decide which channels to enable and prioritize, not your users. Phone and chat are very interrupt-driven and should be reserved for high-priority issues if used. Your users may not understand that but can learn over time with training and reinforcement.

    Prioritize first

    Priority matrixes are necessary for consistency but there are always circumstances that require judgment calls. Think about risk and expected outcome rather than simply type of issue alone. And if the impact is bigger than the initial classification, change it.

    Define VIP treatment

    In some organizations, the same issue can be more critical if it happens to a certain user role (e.g. client facing, c-suite). Identify and flag VIP users and clearly define how their tickets should be prioritized.

    Consider time zone

    If users are in different time zones, take their current business hours into account when choosing which ticket to work on.

    Info-Tech Insight

    Think of your service desk as an emergency room. Patients come in with different symptoms, and the triage nurse must quickly assess these symptoms to decide who the patient should see and how soon. Some urgent cases will need to see the doctor immediately, while others can wait in another queue (the waiting room) for a while before being dealt with. Some cases who come in through a priority channel (e.g. ambulance) may jump the queue. Checklists and criteria can help with this decision making, but some degree of judgement is also required and that comes with experience. The triage role is sometimes seen as a junior-level role, but it actually requires expertise to be done well.

    For more detailed process guidance, see Standardize the Service Desk

    Info-Tech’s blueprint Standardize the Service Desk will help you standardize and document core service desk processes and functions, including:

    • Service desk structure, roles, and responsibilities
    • Metrics and reporting
    • Ticket handling and ticket quality
    • Incident and critical incident management
    • Ticket categorization
    • Prioritization and escalation
    • Service request fulfillment
    • Self-service considerations
    • Building a knowledgebase
    this image contains three screenshots from Info-Tech's Standardize the Service Desk Blueprint

    #4 Clearly define queue management responsibilities for every team member

    This may be one of the most critical yet overlooked keys to queue management success. Define the following:

    Who will have overall accountability?

    Someone must be responsible for monitoring all incoming and open tickets as well as assigned tickets in every queue to ensure they are routed and fulfilled appropriately. This person must have authority to view and coordinate all queues and Queue Managers.

    Who will manage each queue?

    Someone must be responsible for managing each queue, including assigning resources, balancing workload, and ensuring SLOs are met for the tickets within their queue. For example, the Apps Manager may be the Queue Manager for all tickets assigned to the Apps team queue.

    Who is responsible for assigning tickets?

    Will you have a triage team who monitors and assigns all incoming tickets? What are their specific responsibilities (e.g. prioritize, categorize, attempt troubleshooting, assign or escalate)? If not, who is responsible for assigning new tickets and how is this done? Will the triage role be a rotating role, and if so, what will the schedule be?

    What are everyone’s responsibilities?

    Everyone who is assigned tickets should understand the ticket handling process and their specific responsibilities when it comes to queue management.

    #5 Establish clear ownership & accountability over all queues

    If everyone is accountable, then no one is accountable. Ownership for each queue and all queues must be clearly designated.

    You may have multiple queue manager roles: one for each queue, and one who has visibility over all the queues. Typically, these roles make up only part of an individual’s job. Clearly define the responsibilities of the Queue Manager role; sample responsibilities are on the right.

    Info-Tech Insight

    Lack of authority over queues – especially those outside Tier 1 of the service desk – is one of the biggest pitfalls we see causing aging tickets and missed SLAs. Every queue needs clear ownership and accountability with everyone committed to meeting the same SLOs.

    The Queue Manager or Coordinator is accountable for ensuring tickets are routed to the correct resources service level objectives or agreements are met.

    Specific responsibilities may include:

    • Monitors queues daily
    • Ensures new tickets are assigned to appropriate resources for resolution
    • Verifies tickets have been routed and assigned correctly and reroutes if necessary
    • Reallocates tickets if assigned resource is suddenly unavailable or away
    • Ensures ticket handling process is met, ticket status is up to date and correct, and ticket documentation is complete
    • Escalates tickets that are aging or about to breach
    • Ensures service level objectives or agreements are met
    • Facilitates resource allocation based on workload
    • Coordinates tickets that require collaboration across workgroups to ensure resolution is achieved within SLA
    • Associates child and parent tickets
    • Prepares reports on ticket status and volume by queues
    • Regularly reviews reports to identify and act on issues and make improvements or changes where needed
    • Identifies opportunities for improvement

    #6 Always keep ticket status and documentation up to date

    Anyone should be able to quickly understand the status and progress on a ticket without needing to ask the technician working on it. This means both the ticket status and documentation must be continually and accurately updated.

    Ticket Documentation
    Ticket descriptions and documentation must be kept accurate and up to date. This ensures that if the ticket is escalated or assigned to a new person, or the Queue Manager or Service Desk Manager needs to know what progress has been made on a ticket, that person doesn’t need to waste time with back-and-forth communication with the technician or end user.

    Ticket Status
    The ticket status field should change as the ticket moves toward resolution, and must be updated every time the status changes. This ensures that anyone looking at the ticket queue can quickly learn and communicate the status of a ticket, tickets don’t get lost or neglected, metrics are accurate (such as time to resolve), and SLAs are not impacted if a ticket is on hold.

    Common ticket statuses include:

    • New/open
    • Assigned
    • In progress
    • Declined
    • Canceled
    • Pending/on hold
    • Resolved
    • Closed
    • Reopened

    For more guidance on ticket handling and documentation, download Info-Tech’s blueprint: Standardize the Service Desk.

    • For ticket handling and documentation, see Step 1.4
    • For ticket status fields, see Step 2.2.

    #7 Shift left to reduce queue volume

    Enable processes such as knowledge management, self-service, and problem management to prevent tickets from even coming into the queue.

    Shift left means enabling fulfilment of repeatable tasks and requests via faster, lower-cost delivery channels, self-help tools, and automation.

    This image contains a graph, where the Y axis is labeled Cost, and the X axis is labeled Time to Resolve.  On the graph are depicted service desk levels 0, 1, 2, and 3.

    Shift to Level 1

    • Identify tickets that are often escalated beyond Tier 1 but could be resolved by Level 1 if they were given the tools, training, resources, or access they need to do so.
    • Provide tools to succeed at resolving those defined tasks (e.g. knowledge article, documentation, remote tools).
    • Embed knowledge management in resolution workflows.

    Shift to End User

    • Build a centralized, easily accessible self-service portal where users can search for solutions to resolve their issues without having to submit a ticket.
    • Communicate and train users on how to use the portal regularly update and improve it.

    Automate & Eliminate

    • Identify processes or tasks that could be automated to eliminate work.
    • Invest in problem management and event management to fix the root problem of recurring issues and prevent a problem from occurring in the first place, thereby preventing future tickets.

    #8 Build in automation to improve efficiency

    Manually routing every ticket can be time-consuming and prone to errors. Once you’ve established the process, automate wherever possible.

    Automation rules can be used to ensure tickets are assigned to the right person or queue, to alert necessary parties when a ticket is about to breach or has breached SLA, or to remind technicians when a ticket has sat in a queue or at a particular status for too long.

    This can improve efficiency, reduce error, and bring greater visibility to both high-priority tickets and aging tickets in the backlog.

    However, your processes, queues, and responsibilities must be clearly defined before you can build in automation.

    For more guidance on implementing automation and AI within your service desk, see these blueprints:

    https://tymansgrpup.com/research/ss/accelerate-your-automation-processes https://tymansgrpup.com/research/ss/improve-it-operations-with-ai-and-ml

    For examples of rules, triggers, and fields you can automate to improve the efficiency of your queue management processes, see the next slide.

    Sample automation rules

    Criteria or triggers you can automate actions based on:

    • Ticket type
    • Specific field in a ticket web form
    • Ticket form that was used (e.g. specific service request form from the portal)
    • Ticket category
    • Ticket priority
    • Keyword in an email subject line
    • Keywords or string in a chat
    • Requester name or email
    • Requester location
    • Requester/ticket language
    • Requester VIP status
    • Channel ticket was received through
    • SLAs or time-based automations
    • Agent skill
    • Agent status or capacity

    Fields or actions those triggers can automate

    • Priority
    • Category
    • Ticket routing
    • Assigned agent
    • Assigned queue
    • SLA/due date
    • Notifications/communication

    Sample Automation Rules

    • When ticket is about to breach, send alert to Queue Manager and Service Desk Manager.
    • When ticket comes from VIP user, set urgency to high.
    • When ticket status has been set to “open” for ten hours, send an alert to Queue Manager.
    • When ticket status has been set to “on hold” for five days, send a reminder to assignee.
    • When ticket is categorized as “Software-ERP,” send to ERP queue.
    • When ticket is prioritized as P1/critical, send alert to emergency response team.
    • When ticket is prioritized as P1 and hasn’t been updated for one hour, send an alert to Incident Manager.
    • When an in-progress ticket is reassigned to a new queue, alert Queue Manager.
    • When ticket has not been resolved within seven days, flag as aging ticket.

    #9 Configure your ITSM tool to support and optimize queue management processes

    Configure your tool to support your needs; don’t adjust your processes to match the tool.

    • Most ITSM tools have default queues out of the box and the option to create as many custom queues, filters, and views as you need. Custom queues should allow you to name the queue, decide which tickets will be sent to the queue, and what columns or information are displayed in the queue.
    • Before you configure your queues and dashboards, sit down with your team to decide what you need and what will best enable each agent to manage their workload.
    • Decide which queues each role should have access to – most should only need to see their own queue and their team’s queue.
    • Configure which queues or views new tickets will be sent to.
    • Configure automation rules defined earlier (e.g. automate sending certain tickets to specific queues or sending notifications to specific parties when certain conditions are met).
    • Configure dashboards and reports on queue volume and ticket status data relevant to each team to help them manage their workload, increase visibility, and identify issues or actions.

    Info-Tech Insight

    It can be overwhelming to support agents when their view is a long and never-ending queue. Set the default dashboard view to show only those tickets assigned to the viewer to make it appear more manageable and easier to organize.

    Configure queues to maximize productivity

    Info-Tech Insight

    The queue should quickly give your team all the information they need to prioritize their work, including ticket status, priority, category, due date, and updated timestamps. Configuration is important - if it’s confusing, clunky, or difficult to filter or sort, it will impact response and resolution times and can lead to missed tickets. Give your team input into configuration and use visuals such as color coding to help agents prioritize their work – for example, VIP tickets may be clearly flagged, critical or high priority tickets may be highlighted, tickets about to breach may be red.

    this image contains a sample queue organization which demonstrates how to maximize productivity

    #10 Don’t lose visibility of the backlog

    Be careful not to focus so much on assigning new tickets that you forget to update aging tickets, leading to an overwhelming backlog and dissatisfied users.

    Track metrics that give visibility into how quickly tickets are being resolved and how many aging tickets you have. Metrics may include:

    • Ticket resolution time by priority, by workgroup
    • Ticket volume by status (i.e. open, in progress, on hold, resolved)
    • Ticket volume by age
    • Ticket volume by queue and assignee

    Regularly review reports on these metrics with the team.

    Make it an agenda item to review aging tickets, on hold tickets, and tickets about to breach or past breach with the team.

    Take action on aging tickets to ensure progress is being made.

    Set rules to close tickets after a certain number of attempts to reach unresponsive users (and change ticket status appropriately).

    Schedule times for your team to tackle aged tickets or tickets in the backlog.

    Info-Tech Insight

    It can be easy for high priority work to constantly push down low priority work, leaving the lower priority tickets to constantly be ignored and users to be frustrated. If you’re struggling with aging tickets, backlog, and tickets breaching SLA, experiment with your team and queue structure to figure out the best resource distribution to handle your workload. This could mean rotating people through the triage role to allow them time to work through the backlog, reducing the number of people doing triage during slower volume periods, or giving technicians dedicated time to work through tickets. For help with forecasting demand and optimizing resources, see Staff the Service Desk to Meet Demand.

    Activity 1.1: Define ticket queues

    1 hour

    Map out your optimal ticket queue structure using the Service Desk Queue Structure Template. Follow the instructions in the template to complete it as a team.

    The template includes several examples of service desk queue structures followed by space to build your own model of an optimal service desk queue structure and to document who is assigned to each queue and responsible for managing each queue.

    Note:

    The template is not meant to map out your entire service desk structure (e.g. tiers, escalation paths) or ticket resolution process, but simply the ticket queues and how a ticket moves between queues. For help documenting more detailed process workflows or service desk structure, see the blueprint Standardize the Service Desk.

    this image contains screenshot from Info-Tech's blueprint: Service Desk Queue structure Template

    Input

    • Current queue structure and roles

    Output

    • Defined service desk ticket queues and assigned responsibilities

    Materials

    • Org chart
    • ITSM tool for reference, if needed

    Participants

    • Service Desk Manager
    • IT Director
    • Queue Managers

    Document in the Service Desk Queue Structure Template.

    Related Info-Tech Research

    Standardize the Service Desk

    This project will help you build and improve essential service desk processes including incident management, request fulfillment, and knowledge management to create a sustainable service desk.

    Optimize the Service Desk With a Shift-Left Strategy

    This project will help you build a strategy to shift service support left to optimize your service desk operations and increase end-user satisfaction.

    Improve Service Desk Ticket Intake

    This project will help you streamline your ticket intake process and identify improvements to your intake channels.

    Staff the Service Desk to Meet Demand

    This project will help you determine your optimal service desk structure and staffing levels based on your unique environment, workload, and trends.

    Works Cited

    “What your Customers Really Want.” Freshdesk, 31 May 2021. Accessed May 2022.

    CIO Priorities 2022

    • Buy Link or Shortcode: {j2store}328|cart{/j2store}
    • member rating overall impact: 10.0/10 Overall Impact
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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.

    External audit company

    External IT audit of your company

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    Do you seek an external expert to help you prepare for a thorough IT audit of your company? Tymans Group serves as a consulting company with extensive expertise in helping small and medium enterprises. Read on and learn more about how our consulting firm can help your company with an external IT audit.

    Why should you organize an external IT audit of your company?

    Regularly preparing for an IT audit of your company with the help of of an experienced consultancy company like Tymans Group is a great way to discover any weaknesses within your IT and data security management systems, as well as your applications and data architecture, before the real audits by your regulator happen After all, you can only tackle any possible issues when you know their exact nature and origin. Additionally, the sooner you are aware of any security threats in your company thanks to an external audit, the smaller the chances outside forces will be able to take advantage of these threats to harm your business.

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    Prepare for the Upgrade to Windows 11

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    • Parent Category Name: End-User Computing Devices
    • Parent Category Link: /end-user-computing-devices
    • Windows 10 is going EOL in 2025.That is closer than you think.
    • Many of your endpoints are not eligible for the Windows 11 upgrade. You can’t afford to replace all your endpoints this year. How do you manage this Microsoft initiated catastrophe?
    • You want to stay close to the leading edge of technology and services, but how do you do that while keeping your spending in check and within budget?

    Our Advice

    Critical Insight

    Windows 11 is a step forward in security, which is one of the primary reasons for the release of the new operating system. Windows 11 comes with a list of hardware requirements that enable the use of tools and features that, when combined, will reduce malware infections.

    Impact and Result

    Windows 11 hardware requirements will result in devices that are not eligible for the upgrade. Companies will be left to spend money on replacement devices. Following the Info-Tech guidance will help clients properly budget for hardware replacements before Windows 10 is no longer supported by Microsoft. Eligible devices can be upgraded, but Info-Tech guidance can help clients properly plan the upgrade using the upgrade ring approach.

    Prepare for the Upgrade to Windows 11 Research & Tools

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

    1. Prepare for the Upgrade to Windows 11 Deck – A look into some of the pros and cons of Microsoft’s latest desktop operating system, along with guidance on moving forward with this inevitable upgrade.

    Discover the reason for the release of Windows 11, what you require to be eligible for the upgrade, what features were added or updated, and what features were removed. Our guidance will assist you with a planned and controlled rollout of the Windows 11 upgrade. We also provide guidance on how to approach a device refresh plan if some devices are not eligible for Windows 11. The upgrade is inevitable, but you have time, and you have options.

    • Prepare for the Upgrade to Windows 11 Storyboard

    2. What Are My Options If My Devices Cannot Upgrade to Windows 11? – Build a Windows 11 Device Replacement budget with our Hardware Asset Management Budgeting Tool.

    This tool will help you budget for a hardware asset refresh and to adjust the budget as necessary to accommodate any unexpected changes. The tool can easily be modified to assist in developing and justifying the budget for hardware assets for a Windows 11 project. Follow the instructions on each tab and feel free to play with the HAM budgeting tool to fit your needs.

    • HAM Budgeting Tool
    [infographic]

    Further reading

    Prepare for the Upgrade to Windows 11

    The upgrade is inevitable, but you have time, and you have options.

    Analyst Perspective

    Upgrading to Windows 11 is easy, and while it should be properly investigated and planned, it should absolutely be an activity you undertake.

    “You hear that Mr. Anderson? That is the sound of inevitability.” ("The Matrix Quotes" )

    The fictitious Agent Smith uttered those words to Keanu Reeves’ character, Neo, in The Matrix in 1999, and while Agent Smith was using them in a very sinister and figurative context, the words could just as easily be applied to the concept of upgrading to the Windows 11 operating system from Microsoft in 2022.

    There have been two common, recurring themes in the media since late 2019. One is the global pandemic and the other is cyber-related crime. Microsoft is not in a position to make an impact on a novel coronavirus, but it does have the global market reach to influence end-user technology and it appears that it has done just that. Windows 11 is a step forward in endpoint security and functionality. It also solidifies the foundation for future innovations in end-user operating systems and how they are delivered. Windows-as-a-Service (WAAS) is the way forward for Microsoft. Windows 10 is living on borrowed time, with a defined end of support date of October 14, 2025. Upgrading to Windows 11 is easy, and while it should be properly investigated and planned, it should absolutely be an activity you undertake.

    It is inevitable!

    P.J. Ryan

    Research Director, Infrastructure & Operations

    Info-Tech Research Group

    Executive Summary

    Your Challenge

    • Windows 10 is going EOL in 2025. That is closer than you think.
    • Many of your endpoints are not eligible for the Windows 11 upgrade. You can’t afford to replace all your endpoints this year. How do you manage this Microsoft-initiated catastrophe?
    • You want to stay close to the leading edge of technology and services, but how do you do that while keeping your spending in check and within budget?

    Common Obstacles

    • The difference between Windows 10 and Windows 11 is not clear. Windows 11 looks like Windows 10 with some minor changes, mostly cosmetic. Many online users don’t see the need. Why upgrade? What are the benefits?
    • The cost of upgrading devices just to be eligible for Windows 11 is high.
    • Your end users don’t like change. This is not going to go over well!

    Info-Tech's Approach

    • Spend wisely. Space out your endpoint replacements and upgrades over several years. You do not have to upgrade everything right away.
    • Be patient. Windows 11 contained some bugs when it was initially released. Microsoft fixed most of the issues through monthly quality updates, but you should ensure that you are comfortable with the current level of functionality before you upgrade.
    • Use the upgrade ring approach. Test your applications with a small group first, and then stage the rollout to increasingly larger groups over time.

    Info-Tech Insight

    There is a lot of talk about Windows 11, but this is only an operating system upgrade, and it is not a major one. Understand what is new, what is added, and what is missing. Check your devices to determine how many are eligible and ineligible. Many organizations will have to spend capital on endpoint upgrades. Solid asset management practices will help.

    Insight summary

    Windows 11 is a step forward in security, which is one of the primary reasons for the release of the new operating system.

    Windows 11 comes with a list of hardware requirements that enable the use of tools and features that, when combined, will reduce malware infections.

    The hardware requirements for Windows 11 enable security features such as password-less logon, disk encryption, increased startup protection with secure boot, and virtualization-based security.

    Many organizations will have to spend capital on endpoint upgrades.

    Microsoft now insists that modern hardware is required for Windows 11 for not only security but also for improved stability. That same hardware requirement will mean that many devices that are only three or four years old (as well as older ones) may not be eligible for Windows 11.

    Windows 11 is a virtualization challenge for some providers.

    The hardware requirements for physical devices are also required for virtual devices. The TPM module appears to be the biggest challenge. Oracle VirtualBox and Citrix Hypervisor as well as AWS and Google are unable to support Windows 11 virtual devices as of the time of writing.

    Windows 10 will be supported by Microsoft until October 2025.

    That will remove some of the pressure felt due to the ineligibility of many devices and the need to refresh them. Take your time and plan it out, keeping within budget constraints. Use the upgrade ring approach for systems that are eligible for the Windows 11 upgrade.

    New look and feel, and a center screen taskbar.

    Corners are rounded, some controls look a little different, but overall Windows 11 is not a dramatic shift from Windows 10. It is easier to navigate and find features. Oh, and yes, the taskbar (and start button) is shifted to the center of the screen, but you can move them back to the left if desired.

    The education industry gets extra attention with the release of Windows 11.

    Windows 11 comes with multiple subscription-based education offerings, but it also now includes a new lightweight SE edition that is intended for the K-8 age group. Microsoft also released a Windows 11 Education SE specific laptop, at a very attractive price point. Other manufacturers also offer Windows 11 SE focused devices.

    Why Windows 11?

    Windows 10 was supposed to be the final desktop OS from Microsoft, wasn’t it?

    Maybe. It depends who you ask.

    Jerry Nixon, a Microsoft developer evangelist, gained notoriety when he uttered these words while at a Microsoft presentation as part of Microsoft Ignite in 2015: “Right now we’re releasing Windows 10, and because Windows 10 is the last version of Windows, we’re all still working on Windows 10,” (Hachman). Microsoft never officially made that statement. Interestingly enough, it never denied the comments made by Jerry Nixon either.

    Perhaps Microsoft released a new operating system as a financial grab, a way to make significant revenue?

    Nope.

    Windows 11 is a free upgrade or is included with any new computer purchase.

    Market share challenges?

    Doubtful.

    It’s true that Microsoft's market share of desktop operating systems is dropping while Apple OS X and Google Chrome OS are rising.

    In fact, Microsoft has relinquished over 13% of the market share since 2012 and Apple has almost doubled its market share. BUT:

    Microsoft is still holding 75.12% of the market while Apple is in the number 2 spot with 14.93% (gs.statcounter.com).

    The market share is worth noting for Microsoft but it hardly warrants a new operating system.

    New look and feel?

    Unlikely

    New start button and taskbar orientation, new search window, rounded corners, new visual look on some controls like the volume bar, new startup sound, new Windows logo, – all minor changes. Updates could achieve the same result.

    Security?

    Likely the main reason.

    Windows 11 comes with a list of hardware requirements that enable the use of tools and features that, when combined, will reduce malware infections.

    The hardware requirements for Windows 11 enable security features such as password-less logon, disk encryption, increased startup protection with secure boot, and virtualization-based security.

    The features are available on all Windows 11 physical devices, due to the common hardware requirements.

    Windows 11 hardware-based security

    These hardware options and features were available in Windows 10 but not enforced. With Windows 11, they are no longer optional. Below is a description and explanation of the main features.

    Feature What it is How it works
    TPM 2.0 (Trusted Platform Module) Chip TPM is a chip on the motherboard of the computer. It is used to store encryption keys, certificates, and passwords. TPM does this securely with tamper-proof prevention. It can also generate encryption keys and it includes its own unique encryption key that cannot be altered (helpdeskgeek.com). You do not need to enter your password once you setup Windows Hello, so the password is no longer easy to capture and steal. It is set up on a device per device basis, meaning if you go to a different device to sign in, your Windows Hello authentication will not follow you and you must set up your Hello pin or facial recognition again on that particular device. TPM (Trusted Platform Module) can store the credentials used by Windows Hello and encrypt them on the module.
    Windows Hello Windows Hello is an alternative to using a password for authentication. Users can use a pin, a fingerprint, or facial recognition to authenticate.
    Device Encryption Device encryption is only on when your device is off. It scrambles the data on your disk to make it unreadable unless you have the key to unscramble it. If your endpoint is stolen, the contents of the hard drive will remain encrypted and cannot be accessed by anyone unless they can properly authenticate on the device and allow the system to unscramble the encrypted data.
    UEFI Secure Boot Capable UEFI is an acronym for Unified Extensible Firmware Interface. It is an interface between the operating system and the computer firmware. Secure Boot, as part of the firmware interface, ensures that only unchangeable and approved software and drivers are loaded at startup and not any malware that may have infiltrated the system (Lumunge). UEFI, with Secure Boot, references a database containing keys and signatures of drivers and runtime code that is approved as well as forbidden. It will not let the system boot up unless the signature of the driver or run-time code that is trying to execute is approved. This UEFI Secure boot recognition process continues until control is handed over to the operating system.
    Virtualization Based Security (VBS) and Hypervisor-Protected Code Integrity (HVCI) VBS is security based on virtualization capabilities. It uses the virtualization features of the Windows operating system, specifically the Hyper-V hypervisor, to create and isolate a small chunk of memory that is isolated from the operating system. HVCI checks the integrity of code for violations. The Code Integrity check happens in the isolated virtual area of memory protected by the hypervisor, hence the acronym HVCI (Hypervisor Protected Code Integrity) (Murtaza). In the secure, isolated region of memory created by VBS with the hypervisor, Windows will run checks on the integrity of the code that runs various processes. The isolation protects the stored item from tampering by malware and similar threats. If they run incident free, they are released to the operating system and can run in the standard memory space. If issues are detected, the code will not be released, nor will it run in the standard memory space of the operating system, and damage or compromise will be prevented.

    How do all the hardware-based security features work?

    This scenario explains how a standard boot up and login should happen.

    You turn on your computer. Secure Boot authorizes the processes and UEFI hands over control to the operating system. Windows Hello works with TPM and uses a pin to authenticate the user and the operating systems gives you access to the Windows environment.

    Now imagine the same process with various compromised scenarios.

    You turn on your computer. Secure Boot does not recognize the signature presented to it by the second process in the boot sequence. You will be presented with a “Secure Boot Violation” message and an option to reboot. Your computer remains protected.

    You boot up and get past the secure boot process and UEFI passes control over to the Windows 11 operating system. Windows Hello asks for your pin, but you cannot remember the pin and incorrectly enter it three times before admitting temporary defeat. Windows Hello did not find a matching pin on the TPM and will not let you proceed. You cannot log in but in the eyes of the operating system, it has prevented an unauthorized login attempt.

    You power up your computer, log in without issue, and go about your morning routine of checking email, etc. You are not aware that malware has infiltrated your system and modified a page in system memory to run code and access the operating system kernel. VBS and HVCI check the integrity of that code and detect that it is malicious. The code remains isolated and prevented from running, protecting your system.

    TPM, Hello, UEFI with Secure Boot, VBS and HVCI all work together like a well-oiled machine.

    “Microsoft's rationale for Windows 11's strict official support requirements – including Secure Boot, a TPM 2.0 module, and virtualization support – has always been centered on security rather than raw performance.” – Andrew Cunningham, arstechnica.com

    “Windows 11 raises the bar for security by requiring hardware that can enable protections like Windows Hello, Device Encryption, virtualization-based security (VBS), hypervisor-protected code integrity (HVCI), and Secure Boot. These features in combination have been shown to reduce malware by 60% on tested devices.” – Steven J. Vaughan-Nichols, Computerworld

    Can any device upgrade to Windows 11?

    In addition to the security-related hardware requirements listed previously, which may exclude some devices from Windows 11 eligibility, Windows 11 also has a minimum requirement for other hardware components.

    Windows 7 and Windows 10 were publicized as being backward compatible and almost any hardware would be able to run those operating systems. That changed with Windows 11. Microsoft now insists that modern hardware is required for Windows 11 for not only security but also improved stability.

    Software Requirement

    You must be running Windows 10 version 2004 or greater to be eligible for a Windows 11 upgrade (“Windows 11 Requirements”).

    Complete hardware requirements for Windows 11

    • 1 GHz (or faster) compatible 64-bit processor with two or more cores
    • 4 GB RAM
    • 64 GB or more of storage space
    • Compatible with DirectX 12 or later with WDDM 2.0 driver
      • DirectX connects the hardware in your computer with Windows. It allows software to display graphics using the video card or play audio, as long as that software is DirectX compatible. Windows 11 requires version 12 (“What are DirectX 12 compatible graphics”).
      • WDDM is an acronym for Windows Display Driver Model. WDDM is the architecture for the graphics driver for Windows (“Windows Display Driver Model”).
      • Version 2.0 of WDDM is required for Windows 11.
    • 720p display greater than 9" diagonally with 8 bits per color channel
    • UEFI Secure Boot capable
    • TPM 2.0 chip
    • (“Windows 11 Requirements”)

    Windows 11 may challenge your virtual environment

    When Windows 11 was initially released, some IT administrators experienced issues when trying to install or upgrade to Windows 11 in the virtual world.

    The Challenge

    The issues appeared to be centered around the Windows 11 hardware requirements, which must be detected by the Windows 11 pre-install check before the operating system will install.

    The TPM 2.0 chip requirement was indeed a challenge and not offered as a configuration option with Citrix Hypervisor, the free VMware Workstation Player or Oracle VM VirtualBox when Windows 11 was released in October 2021, although it is on the roadmap for Oracle and Citrix Hypervisor. VMware provides alternative products to the free Workstation Player that do support a virtual TPM. Oracle and Citrix reported that the feature would be available in the future and Windows 11 would work on their platforms.

    Short-Term Solutions

    VMware and Microsoft users can add a vTPM hardware type when configuring a virtual Windows 11 machine. Microsoft Azure does offer Windows 11 as an option as a virtual desktop. Citrix Desktop-As-A-Service (DAAS) will connect to Azure, AWS, or Google Cloud and is only limited by the features of the hosting cloud service provider.

    Additional Insight

    According to Microsoft, any VM running Windows 11 must meet the following requirements (“Virtual Machine Support”):

    • It must be a generation 2 VM, and upgrading a generation 1 VM to Windows 11 (in-place) is not possible
    • 64 GB of storage or greater
    • Secure Boot capable with the virtual TPM enabled
    • 4 GB of memory or greater
    • 2 or more virtual processors
    • The CPU of the physical computer that is hosting the VM must meet the Windows 11 (“Windows Processor Requirements”)

    What’s new or updated in Windows 11?

    The following two slides highlight some of the new and updated features in Windows 11.

    Security

    The most important change with Windows 11 is what you cannot see – the security. Windows 11 adds requirements and controls to make the user and device more secure, as described in previous slides.

    Taskbar

    The most prominent change in relation to the look and feel of Windows 11 is the shifting of the taskbar (and Start button) to the center of the screen. Some users may find this more convenient but if you do not and prefer the taskbar and start button back on the left of your screen, you can change it in taskbar settings.

    Updated Apps

    Paint, Photos, Notepad, Media Player, Mail, and other standard Windows apps have been updated with a new look and in some cases minor enhancements.

    User Interface

    The first change users will notice after logging in to Windows 11 is the new user interface – the look and feel. You may not notice the additional colors added to the Windows palette, but you may have thought that the startup sound was different, and the logo also looks different. You would be correct. Other look-and-feel items that changed include the rounded corners on windows, slightly different icons, new wallpapers, and controls for volume and brightness are now a slide bar. File explorer and the settings app also have a new look.

    Microsoft Teams

    Microsoft Teams is now installed on the taskbar by default. Note that this is for a personal Microsoft account only. Teams for Work or School will have to be installed separately if you are using a work or school account.

    What’s new or updated in Windows 11?

    Snap Layouts

    Snap layouts have been enhanced and snap group functionality has been added. This will allow you to quickly snap one window to the side of the screen and open other Windows in the other side. This feature can be accessed by dragging the window you wish to snap to the left or right edge of the screen. The window should then automatically resize to occupy that half of the screen and allow you to select other Windows that are already open to occupy the remaining space on the screen. You can also hover your mouse over the maximize button in the upper right-hand corner of the window. A small screen with multiple snap layouts will appear for your selection. Multiple snapped Windows can be saved as a “Snap Group” that will open together if one of the group windows are snapped in the future.

    Widgets

    Widgets are expanding. Microsoft started the re-introduction of widgets in Windows 10, specifically focusing on the weather. Widgets now include other services such as news, sports, stock prices, and others.

    Android Apps

    Android apps can now run in Windows 11. You will have to use the Amazon store to access and install Android apps, but if it is available in the Amazon store, you can install it on Windows 11.

    Docking

    Docking has improved with Windows 11. Windows knows when you are docked and will minimize apps when you undock so they are not lost. They will appear automatically when you dock again.

    This is not intended to be an inclusive list but does cover some of the more prominent features.

    What’s missing from Windows 11?

    The following features are no longer found in Windows 11:

    • Backward compatibility
      • The introduction of the hardware requirements for Windows 11 removed the backward compatibility (from a hardware perspective) that made the transition from previous versions of Windows to their successor less of a hardware concern. If a computer could run Windows 7, then it could also run Windows 10. That does not automatically mean it can also run Windows 11.
    • Internet Explorer
      • Internet Explorer is no longer installed by default in Windows 11. Microsoft Edge is now the default browser for Windows. Other browsers can also be installed if preferred.
    • Tablet mode
      • Windows 11 does not have a "tablet" mode, but the operating system will maximize the active window and add more space between icons to make selecting them easier if the 2-in-1 hardware detects that you wish to use the device as a tablet (keyboard detached or device opened up beyond 180 degrees, etc.).
    • Semi-annual updates
      • It may take six months or more to realize that semi-annual feature updates are missing. Microsoft moved to an annual feature update schema but continued with monthly quality updates with Windows 11.
    • Specific apps
      • Several applications have been removed (but can be manually added from the Microsoft Store by the user). They include:
        • OneNote for Windows 10
        • 3D Viewer
        • Paint 3D
        • Skype
    • Cortana (by default)
      • Cortana is missing from Windows 11. It is installed but not enabled by default. Users can turn it on if desired.

    Microsoft included a complete list of features that have been removed or deprecated with Windows 11, which can be found here Windows 11 Specs and System Requirements.

    Windows 11 editions

    • Windows 11 is offered in several editions:
      • Windows 11 Home
      • Windows 11 Pro
      • Windows 11 Pro for Workstations
      • Windows 11 Enterprise Windows 11 for Education
      • Windows 11 SE for Education
    • Windows 11 hardware requirements and security features are common throughout all editions.
    • The new look and feel along with all the features mentioned previously are common to all editions as well.
    • Windows Home
      • Standard offering for home users
    • Pro versus Pro for Workstations
      • Windows 11 Pro and Pro for Workstations are both well suited for the business environment with available features such as support for Active Directory or Azure Active Directory, Windows Autopilot, OneDrive for Business, etc.
      • Windows Pro for Workstations is designed for increased demands on the hardware with the higher memory limits (2 TB vs. 6 TB) and processor count (2 CPU vs. 4 CPU).
      • Windows Pro for Workstations also features Resilient File System, Persistent Memory, and SMB Direct. Neither of these features are available in the Windows 11 Pro edition.
      • Windows 11 Pro and Pro for Workstations are both very business focused, although Pro may also be a common choice for non-business users (Home and Education).
    • Enterprise Offerings
      • Enterprise licenses are subscription based and are part of the Microsoft 365 suite of offerings.
      • Windows 11 Enterprise is Windows 11 Pro with some additional addons and functionality in areas such as device management, collaboration, and security services.
      • The level of the Microsoft 365 Enterprise subscription (E3 or E5) would dictate the additional features and functionality, such as the complete Microsoft Defender for Endpoint suite or the Microsoft phone system and Audio Conferencing, which are only available with the E5 subscription.

    Windows 11 Education Editions

    With the release of a laptop targeted specifically at the education market, Microsoft must be taking notice of the Google Chrome educational market penetration, especially with headlines like these.

    “40 Million Chromebooks in Use in Education” (Thurrott)

    “The Unprecedented Growth of the Chromebook Education Market Share” (Carklin)

    “Chromebooks Gain Market Share as Education Goes Online” (Hruska)

    “Chromebooks Gain Share of Education Market Despite Shortages” (Mandaro)

    “Chromebook sales skyrocketed in Q3 2020 with online education fueling demand” (Duke)

    • Education licenses are subscription based and are part of the Microsoft 365 suite of offerings. Educational pricing is one benefit of the Microsoft 365 Education model.
    • Windows 11 Education is Windows 11 Pro with some additional addons and functionality similar to the Enterprise offerings for Windows 11 in areas such as device management, collaboration, and security services. Windows 11 Education also adds some education specific settings such as Classroom Tools, which allow institutions to add new students and their devices to their own environment with fewer issues, and includes OneNote Class Notebook, Set Up School PCs app, and Take a Test app.
    • The level of the Microsoft 365 Education subscription (A3 or A5) would dictate the additional features and functionality, such as the complete Microsoft Defender for Endpoint suite or the Microsoft phone system and Audio Conferencing, which are only available with the A5 subscription.
    • Windows 11 SE for Education:
      • A cloud-first edition of Windows 11 specifically designed for the K-8 education market.
      • Windows 11 SE is a light version of Windows 11 that is designed to run on entry-level devices with better performance and security on that hardware.
      • Windows 11 SE requires Intune for Education and only IT admins can install applications.
    • Microsoft and others have come out with Windows SE specific devices at a low price point.
      • The Microsoft Surface Laptop SE comes pre-loaded with Windows 11 SE and can be purchased for US$249.00.
      • Dell, Asus, Acer, Lenovo, and others also offer Windows 11 SE specific devices (“Devices for Education”).

    Initial Reactions

    Below you can find some actual initial reactions to Windows 11.

    Initial reactions are mixed, as is to be expected with any new release of an operating system. The look and feel is new, but it is not a huge departure from the Windows 10 look and feel. Some new features are well received such as the snap feature.

    The shift of the taskbar (and start button) is the most popular topic of discussion online when it comes to Windows 11 reactions. Some love it and some do not. The best part about the shift of the taskbar is that you can adjust it in settings and move it back to its original location.

    The best thing about reactions is that they garner attention, and thanks in part to all the online reactions and comments, Microsoft is continually improving Windows 11 through quality updates and annual feature releases.

    “My 91-year-old Mum has found it easy!” Binns, Paul ITRG

    “It mostly looks quite nice and runs well.” Jmbpiano, Reddit user

    “It makes me feel more like a Mac user.” Chang, Ben Info-Tech

    “At its core, Windows 11 appears to be just Windows 10 with a fresh coat of paint splashed all over it.” Rouse, Rick RicksDailyTips.com

    “Love that I can snap between different page orientations.” Roberts, Jeremy Info-Tech

    “I finally feel like Microsoft is back on track again.” Jawed, Usama Neowin

    “A few of the things that seemed like issues at first have either turned out not to be or have been fixed with patches.” Jmbpiano, Reddit user

    “The new interface is genuinely intuitive, well-designed, and colorful.” House, Brett AnandTech

    “No issues. Have it out on about 50 stations.” Sandrews1313, Reddit User

    “The most striking change is to the Start menu.” Grabham, Dan pocket-lint.com

    How do I upgrade to Windows 11?

    The process is very similar to applying updates in Windows 10.

    • Windows 11 is offered as an upgrade through the standard Windows 10 update procedure. Windows Update will notify you when the Windows 11 upgrade is ready (assuming your device is eligible for Windows 11).
      • Allow the update (upgrade in this case) to proceed, reboot, and your endpoint will come back to life with Windows 11 installed and ready for you.
    • A fresh install can be delivered by downloading the required Windows 11 installation media from the Microsoft Software Download site for Windows 11.
    • Business users can control the timing and schedule of the Windows 11 rollout to corporate endpoints using Microsoft solutions such as WSUS, Configuration Manager, Intune and Endpoint Manager, or by using other endpoint management solutions.
    • WSUS and Configuration Manager will have to sync the product category for Windows 11 to manage the deployment.
    • Windows Update for Business policies will have to use the target version capability rather than using the feature update referrals alone.
    • Organizations using Intune and a Microsoft 365 E3 license will be able to use the Feature Update Deployments page to select Windows 11.
    • Other modern endpoint management solutions may also allow for a controlled deployment.

    Info-Tech Insight

    The upgrade itself may be a simple process but be prepared for the end-user reactions that will follow. Some will love it but others will despise it. It is not an optional upgrade in the long run, so everyone will have to learn to accept it.

    When can I upgrade to Windows 11?

    You can upgrade right now BUT there is no need to rush. Windows 11 was released in October 2021 but that doesn’t mean you have to upgrade everyone right away. Plan this out.

    • Build deployment rings into your Windows 11 upgrade approach: This approach, also referred to as Canary Releases or deployment rings, allows you to ensure that IT can support users if there's a major problem with the upgrade. Instead of disrupting all end users, you are only disrupting a portion of end users.
      • Deploy the initial update to your test environment.
      • After testing is successful or changes have been made, deploy Windows 11 to your pilot group of users.
      • After the pilot group gives you the thumbs up, deploy to the rest of production in phases. Phases are sometimes by office/location, sometimes by department, sometimes by persona (i.e. defer people that don't handle updates well), and usually by a combination of these factors.
      • Increase the size of each ring as you progress.
    • Always back up your data before any upgrade.

    Deployment Ring Example

    Pilot Ring - Individuals from all departments - 10 users

    Ring #1 - Dev, Finance - 20 Users

    Ring #2 - Research - 100 Users

    Ring #3 - Sales, IT, Marketing - 500 Users

    Upgrade your eligible devices and users to Windows 11

    Build Windows 11 Deployment Rings

    Instructions:

    1. Identify who will be in the pilot group. Use individuals instead of user groups.
    2. Identify how many standard rings you need. This number will be based on the total number of employees per office.
    3. Map groups to rings. Define which user groups will be in each ring.
    4. Allow some time to elapse between upgrades. Allow the first group to work with Windows 11 and identify any potential issues that may arise before upgrading the next group.
    5. Track and communicate. Record all information into a spreadsheet like the one on the right. This will aid in communication and tracking.
    Ring Department or Group Total Users Delay Time Before Next Group
    Pilot Ring Individuals from all departments 10 Three weeks
    Ring 1 Dev Finance 20 Two weeks
    Ring 2 Research 100 One week
    Ring 3 Sales, IT Marketing 500 N/A

    What are my options if my devices cannot upgrade to Windows 11?

    Don’t rush out to replace all the ineligible endpoint devices. You have some time to plan this out. Windows 10 will be available and supported by Microsoft until October 2025.

    Use asset management strategies and budget techniques in your Windows 11 upgrade approach:

    • Start with current inventory and determine which devices will not be eligible for upgrade to Windows 11.
    • Prioritize the devices for replacement, taking device age, the role of the user the device supports, and delivery times for remote users into consideration.
    • Take this opportunity to review overall device offerings and end-user compute strategy. This will help decide which devices to offer going forward while improving end-user satisfaction.
    • Determine the cost for replacement devices:
      • Compare vendor offerings using an RFP process.
    • Use the hardware asset management planning spreadsheet on the next slide to budget for the replacements over the coming months leading up to October 2025.

    Leverage Info-Tech research to improve your end-user computing strategy and hardware asset management processes:

    New to End User Computing Strategies? Start with Modernize and Transform Your End-User Computing Strategy.

    New to IT asset management? Use Info-Tech’s Implement Hardware Asset Management blueprint.

    Use Info-Tech’s HAM Budgeting Tool to plan your hardware asset budget

    Build a Windows 11 Device Replacement Budget

    The link below will open up a hardware asset management (HAM) budgeting tool. This tool can easily be modified to assist in developing and justifying the budget for hardware assets for the Windows 11 project. The tool will allow you to budget for hardware asset refresh and to adjust the budget as needed to accommodate any changes. Follow the instructions on each tab to complete the tool.

    A sample of a possible Windows 11 budgeting spreadsheet is shown on the right, but feel free to play with the HAM budgeting tool to fit your needs.

    HAM Budgeting Tool

    Windows 11 Replacement Schedule
    2022 2023 2024 2025
    Department Total to replace Q3 Q4 Q1 Q2 Q3 Q4 Q1 Q2 Q3 Q4 Q1 Q2 Q3 Left to allocate
    Finance 120 20 20 20 10 10 20 20 0
    HR 28 15 13 0
    IT 30 15 15 0
    Research 58 8 15 5 20 5 5 0
    Planning 80 10 15 15 10 15 15 0
    Other 160 5 30 5 15 15 30 30 30 0
    Totals 476 35 38 35 35 35 35 38 35 50 35 35 35 35 0

    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?

    Implement Hardware Asset Management

    This project will help you analyze the current state of your HAM program, define assets that will need to be managed, and build and involve the ITAM team from the beginning to help embed the change. It will also help you define standard policies, processes, and procedures for each stage of the hardware asset lifecycle, from procurement through to disposal.

    Bibliography

    aczechowski, et al. “Windows 11 Requirements.” Microsoft, 3 June 2022. Accessed 13 June 2022.

    Binns, Paul. Personal interview. 07 June 2022.

    Butler, Sydney. “What Is Trusted Platform Module (TPM) and How Does It Work?” Help Desk Geek, 5 August 2021. Accessed 18 May 2022.

    Carklin, Nicolette. “The Unprecedented Growth of the Chromebook Education Market Share.” Parallels International GmbH, 26 October 2021. Accessed 19 May 2022.

    Chang, Ben. Personal interview. 26 May 2022.

    Cunningham, Andrew. “Why Windows 11 has such strict hardware requirements, according to Microsoft.” Ars Technica, 27 August 2021. Accessed 19 May 2022.

    Dealnd-Han, et al. “Windows Processor Requirements.” Microsoft, 9 May 2022. Accessed 18 May 2022.

    “Desktop Operating Systems Market Share Worldwide.” Statcounter Globalstats, June 2021–June 2022. Accessed 17 May 2022.

    “Devices for education.” Microsoft, 2022. Accessed 13 June 2022.

    Duke, Kent. “Chromebook sales skyrocketed in Q3 2020 with online education fueling demand.” Android Police, 16 November 2020. Accessed 18 May 2022.

    Grabham, Dan. “Windows 11 first impressions: Our initial thoughts on using Microsoft's new OS.” Pocket-Lint, 24 June 2021. Accessed 3 June 2022.

    Hachman, Mark. “Why is there a Windows 11 if Windows 10 is the last Windows?” PCWorld, 18 June 2021. Accessed 17 May 2022.

    Howse, Brett. “What to Expect with Windows 11: A Day One Hands-On.” Anandtech, 16 November 2020. Accessed 3 June 2022.

    Hruska, Joel. “Chromebooks Gain Market Share as Education Goes Online.” Extremetech, 26 October 2020. Accessed 19 May 2022.

    Jawed, Usama. “I am finally excited about Windows 11 again.” Neowin, 26 February 2022. Accessed 3 June 2022.

    Jmbpiano. “Windows 11 - What are our initial thoughts and feelings?” Reddit, 22 November 2021. Accessed 3 June 2022.

    Lumunge, Erick. “UEFI and Legacy boot.” OpenGenus, n.d. Accessed 18 May 2022.

    Bibliography

    Mandaro, Laura. “Chromebooks Gain Share of Education Market Despite Shortages.” The Information, 9 September 2020. Accessed 19 May 2022.

    Murtaza, Fawad. “What Is Virtualization Based Security in Windows?” Valnet Inc, 24 October 2021. Accessed 17 May 2022.

    Roberts, Jeremy. Personal interview. 27 May 2022.

    Rouse, Rick. “My initial thoughts about Windows 11 (likes and dislikes).” RicksDailyTips.com, 5 September 2021. Accessed 3 June 2022.

    Sandrews1313. “Windows 11 - What are our initial thoughts and feelings?” Reddit, 22 November 2021. Accessed 3 June 2022.

    “The Matrix Quotes." Quotes.net, n.d. Accessed 18 May 2022.

    Thurrott, Paul.” Google: 40 Million Chromebooks in Use in Education.” Thurrott, 21 January 2020. Accessed 18 May 2022.

    Vaughan-Nichols, Steven J. “The real reason for Windows 11.” Computerworld, 6 July 2021, Accessed 19 May 2022.

    “Virtual Machine Support.” Microsoft,3 June 2022. Accessed 13 June 2022.

    “What are DirectX 12 compatible graphics and WDDM 2.x.” Wisecleaner, 20 August 2021. Accessed 19 May 2022.

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    “Windows Display Driver Model.” MiniTool, n.d. Accessed 13 June 2022.

    Master Organizational Change Management Practices

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    • Parent Category Name: Program & Project Management
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    • Organizational change management (OCM) is often an Achilles’ heel for IT departments and business units, putting projects and programs at risk – especially large, complex, transformational projects.
    • When projects that depend heavily on users and stakeholders adopting new tools, or learning new processes or skills, get executed without an effective OCM plan, the likelihood that they will fail to achieve their intended outcomes increases exponentially.
    • The root of the problem often comes down to a question of accountability: who in the organization is accountable for change management success? In the absence of any other clearly identifiable OCM leader, the PMO – as the organizational entity that is responsible for facilitating successful project outcomes – needs to step up and embrace this accountability.
    • As PMO leader, you need to hone an OCM strategy and toolkit that will help ensure not only that projects are completed but also that benefits are realized.

    Our Advice

    Critical Insight

    • The root of poor stakeholder adoption on change initiatives is twofold:
      • Project planning tends to fixate on technology and neglects the behavioral and cultural factors that inhibit user adoption;
      • Accountabilities for managing change and helping to realize the intended business outcomes post-project are not properly defined in advance.
    • Persuading people to change requires a “soft,” empathetic approach to keep them motivated and engaged. But don’t mistake “soft” for easy. Managing the people part of change is amongst the toughest work there is, and it requires a comfort and competency with uncertainty, ambiguity, and conflict.
    • Transformation and change are increasingly becoming the new normal. While this normality may help make people more open to change in general, specific changes still need to be planned, communicated, and managed. Agility and continuous improvement are good, but can degenerate into volatility if change isn’t managed properly.

    Impact and Result

    • Plan for human nature. To ensure project success and maximize benefits, plan and facilitate the non-technical aspects of organizational change by addressing the emotional, behavioral, and cultural factors that foster stakeholder resistance and inhibit user adoption.
    • Make change management as ubiquitous as change itself. Foster a project culture that is proactive about OCM. Create a process where OCM considerations are factored in as early as project ideation and where change is actively managed throughout the project lifecycle, including after the project has closed.
    • Equip project leaders with the right tools to foster adoption. Effective OCM requires an actionable toolkit that will help plant the seeds for organizational change. With the right tools and templates, the PMO can function as the hub for change, helping the business units and project teams to consistently achieve project and post-project success.

    Master Organizational Change Management Practices Research & Tools

    Start here – read the Executive Brief

    Read our concise Executive Brief to find out how implementing an OCM strategy through the PMO can improve project outcomes and increase benefits realization.

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

    1. Prepare the PMO for change leadership

    Assess the organization’s readiness for change and evaluate the PMO’s OCM capabilities.

    • Drive Organizational Change from the PMO – Phase 1: Prepare the PMO for Change Leadership
    • Organizational Change Management Capabilities Assessment
    • Project Level Assessment Tool

    2. Plant the seeds for change during project planning and initiation

    Build an organic desire for change throughout the organization by developing a sponsorship action plan through the PMO and taking a proactive approach to change impacts.

    • Drive Organizational Change from the PMO – Phase 2: Plant the Seeds for Change During Project Planning and Initiation
    • Organizational Change Management Impact Analysis Tool

    3. Facilitate change adoption throughout the organization

    Ensure stakeholders are engaged and ready for change by developing effective communication, transition, and training plans.

    • Drive Organizational Change from the PMO – Phase 3: Facilitate Change Adoption Throughout the Organization
    • Stakeholder Engagement Workbook
    • Transition Plan Template
    • Transition Team Communications Template

    4. Establish a post-project benefits attainment process

    Determine accountabilities and establish a process for tracking business outcomes after the project team has packed up and moved onto the next project.

    • Drive Organizational Change from the PMO – Phase 4: Establish a Post-Project Benefits Attainment Process
    • Portfolio Benefits Tracking Tool

    5. Solidify the PMO’s role as change leader

    Institute an Organizational Change Management Playbook through the PMO that covers tools, processes, and tactics that will scale all of the organization’s project efforts.

    • Drive Organizational Change from the PMO – Phase 5: Solidify the PMO's Role as Change Leader
    • Organizational Change Management Playbook
    [infographic]

    Workshop: Master Organizational Change Management Practices

    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 OCM Capabilities

    The Purpose

    Assess the organization’s readiness for change and evaluate the PMO’s OCM capabilities.

    Estimate the relative difficulty and effort required for managing organizational change through a specific project.

    Create a rough but concrete timeline that aligns organizational change management activities with project scope.

    Key Benefits Achieved

    A better understanding of the cultural appetite for change and of where the PMO needs to focus its efforts to improve OCM capabilities.

    A project plan that includes disciplined organizational change management from start to finish.

    Activities

    1.1 Assess the organization’s current readiness for change.

    1.2 Perform a change management SWOT analysis to assess the PMO’s capabilities.

    1.3 Define OCM success metrics.

    1.4 Establish and map out a core OCM project to pilot through the workshop.

    Outputs

    Organizational Change Management Capabilities Assessment

    A diagnosis of the PMO’s strengths and weaknesses around change management, as well as the opportunities and threats associated with driving an OCM strategy through the PMO

    Criteria for implementation success

    Project Level Assessment

    2 Analyze Change Impacts

    The Purpose

    Analyze the impact of the change across various dimensions of the business.

    Develop a strategy to manage change impacts to best ensure stakeholder adoption.

    Key Benefits Achieved

    Improved planning for both your project management and organizational change management efforts.

    A more empathetic understanding of how the change will be received in order to rightsize the PMO’s OCM effort and maximize adoption.

    Activities

    2.1 Develop a sponsorship action plan through the PMO.

    2.2 Determine the relevant considerations for analyzing the change impacts of a project.

    2.3 Analyze the depth of each impact for each stakeholder group.

    2.4 Establish a game plan to manage individual change impacts.

    2.5 Document the risk assumptions and opportunities stemming from the impact analysis.

    Outputs

    Sponsorship Action Plan

    Organizational Change Management Capabilities Assessment

    Risk and Opportunity Assessment

    3 Establish Collaborative Roles and Develop an Engagement Plan

    The Purpose

    Define a clear and compelling vision for change.

    Define roles and responsibilities of the core project team for OCM.

    Identify potential types and sources of resistance and enthusiasm.

    Create a stakeholder map that visualizes relative influence and interest of stakeholders.

    Develop an engagement plan for cultivating support for change while eliciting requirements.

    Key Benefits Achieved

    Begin to communicate a compelling vision for change.

    Delegate and divide work on elements of the transition plan among the project team and support staff.

    Begin developing a communications plan that appeals to unique needs and attitudes of different stakeholders.

    Cultivate support for change while eliciting requirements.

    Activities

    3.1 Involve the right people to drive and facilitate change.

    3.2 Solidify the vision of change to reinforce and sustain leadership and commitment.

    3.3 Proactively identify potential skeptics in order to engage them early and address their concerns.

    3.4 Stay one step ahead of potential saboteurs to prevent them from spreading dissent.

    3.5 Find opportunities to empower enthusiasts to stay motivated and promote change by encouraging others.

    3.6 Formalize the stakeholder analysis to identify change champions and blockers.

    3.7 Formalize the engagement plan to begin cultivating support while eliciting requirements.

    Outputs

    RACI table

    Stakeholder Analysis

    Engagement Plan

    Communications plan requirements

    4 Develop and Execute the Transition Plan

    The Purpose

    Develop a realistic, effective, and adaptable transition plan, including:Clarity around leadership and vision.Well-defined plans for targeting unique groups with specific messages.Resistance and contingency plans.Templates for gathering feedback and evaluating success.

    Clarity around leadership and vision.

    Well-defined plans for targeting unique groups with specific messages.

    Resistance and contingency plans.

    Templates for gathering feedback and evaluating success.

    Key Benefits Achieved

    Execute the transition in coordination with the timeline and structure of the core project.

    Communicate the action plan and vision for change.

    Target specific stakeholder and user groups with unique messages.

    Deal with risks, resistance, and contingencies.

    Evaluate success through feedback and metrics.

    Activities

    4.1 Sustain changes by adapting people, processes, and technologies to accept the transition.

    4.2 Decide which action to take on enablers and blockers.

    4.3 Start developing the training plan early to ensure training is properly timed and communicated.

    4.4 Sketch a communications timeline based on a classic change curve to accommodate natural resistance.

    4.5 Define plans to deal with resistance to change, objections, and fatigue.

    4.6 Consolidate and refine communication plan requirements for each stakeholder and group.

    4.7 Build the communications delivery plan.

    4.8 Define the feedback and evaluation process to ensure the project achieves its objectives.

    4.9 Formalize the transition plan.

    Outputs

    Training Plan

    Resistance Plan

    Communications Plan

    Transition Plan

    5 Institute an OCM Playbook through the PMO

    The Purpose

    Establish post-project benefits tracking timeline and commitment plans.

    Institute a playbook for managing organizational change, including:

    Key Benefits Achieved

    A process for ensuring the intended business outcomes are tracked and monitored after the project is completed.

    Repeat and scale best practices around organizational change to future PMO projects.

    Continue to build your capabilities around managing organizational change.

    Increase the effectiveness and value of organizational change management.

    Activities

    5.1 Review lessons learned to improve organizational change management as a core PM discipline.

    5.2 Monitor capacity for change.

    5.3 Define roles and responsibilities.

    5.4 Formalize and communicate the organizational change management playbook.

    5.5 Regularly reassess the value and success of organizational change management.

    Outputs

    Lessons learned

    Organizational Change Capability Assessment

    Organizational Change Management Playbook

    Further reading

    Master Organizational Change Management Practices

    PMOs, if you don't know who is responsible for org change, it's you.

    Analyst Perspective

    Don’t leave change up to chance.

    "Organizational change management has been a huge weakness for IT departments and business units, putting projects and programs at risk – especially large, complex, transformational projects.

    During workshops with clients, I find that the root of this problem is twofold: project planning tends to fixate on technology and neglects the behavioral and cultural factors that inhibit user adoption; further, accountabilities for managing change and helping to realize the intended business outcomes post-project are not properly defined.

    It makes sense for the PMO to be the org-change leader. In project ecosystems where no one seems willing to seize this opportunity, the PMO can take action and realize the benefits and accolades that will come from coordinating and consistently driving successful project outcomes."

    Matt Burton,

    Senior Manager, Project Portfolio Management

    Info-Tech Research Group

    Our understanding of the problem

    This Research is Designed For:

    • PMO Directors who need to improve user adoption rates and maximize benefits on project and program activity.
    • CIOs who are accountable for IT’s project spend and need to ensure an appropriate ROI on project investments.

    This Research Will Help You:

    • Define change management roles and accountabilities among project stakeholders.
    • Prepare end users for change impacts in order to improve adoption rates.
    • Ensure that the intended business outcomes of projects are more effectively realized.
    • Develop an organizational change management toolkit and best practices playbook.

    This Research Will Also Assist:

    • Project managers and change managers who need to plan and execute changes affecting people and processes.
    • Project sponsors who want to improve benefits attainment.
    • Business analysts who need to analyze the impact of change.

    This Research Will Help Them:

    • Develop communications and training plans tailored to specific audiences.
      • Identify strategies to manage cultural and behavioral change.
    • Maximize project benefits by ensuring changes are adopted.
    • Capitalize upon opportunities and mitigate risks.

    Drive organizational change from the PMO

    Situation

    • As project management office (PMO) leader, you oversee a portfolio of projects that depend heavily on users and stakeholders adopting new tools, complying with new policies, following new processes, and learning new skills.
    • You need to facilitate the organizational change resulting from these projects, ensuring that the intended business outcomes are realized.

    Complication

    • While IT takes accountability to deliver the change, accountability for the business outcomes is opaque with little or no allocated resourcing.
    • Project management practices focus more on the timely implementation of projects than on the achievement of the desired outcomes thereafter or on the behavioral and cultural factors that inhibit change from taking hold in the long term.

    Resolution

    • Plan for human nature. To ensure project success and maximize benefits, plan and facilitate the non-technical aspects of organizational change by addressing the emotional, behavioral, and cultural factors that foster stakeholder resistance and inhibit user adoption.
    • Make change management as ubiquitous as change itself. Foster a project culture that is proactive about OCM. Create a process where OCM considerations are factored in as early as project ideation and change is actively managed throughout the project lifecycle, including after the project has closed.
    • Equip project leaders with the right tools to foster adoption. Effective OCM requires an actionable toolkit that will help plant the seeds for organizational change. With the right tools and templates, the PMO can function as a hub for change, helping business units and project teams to consistently achieve project and post-project success.
    Info-Tech Insight

    Make your PMO the change leader it’s already expected to be. Unless accountabilities for organizational change management (OCM) have been otherwise explicitly defined, you should accept that, to the rest of the organization – including its chief officers – the PMO is already assumed to be the change leader.

    Don’t shy away from or neglect this role. It’s not just the business outcomes of the organization’s projects that will benefit; the long-term sustainability of the PMO itself will be significantly strengthened by making OCM a core competency.

    Completed projects aren’t necessarily successful projects

    The constraints that drive project management (time, scope, and budget) are insufficient for driving the overall success of project efforts.

    For instance, a project may come in on time, on budget, and in scope, but

    • …if users and stakeholders fail to adopt…
    • …and the intended benefits are not achieved…

    …then that “successful project” represents a massive waste of the organization’s time and resources.

    A supplement to project management is needed to ensure that the intended value is realized.

    Mission (Not) Accomplished

    50% Fifty percent of respondents in a KPMG survey indicated that projects fail to achieve what they originally intended. (Source: NZ Project management survey)

    56% Only fifty-six percent of strategic projects meet their original business goals. (Source: PMI)

    70% Lack of user adoption is the main cause for seventy percent of failed projects. (Source: Collins, 2013)

    Improve project outcomes with organizational change management

    Make “completed” synonymous with “successfully completed” by implementing an organizational change management strategy through the PMO.

    Organizational change management is the practice through which the PMO can improve user adoption rates and maximize project benefits.

    Why OCM effectiveness correlates to project success:

    • IT projects are justified because they will make money, save money, or make people happier.
    • Project benefits can only be realized when changes are successfully adopted or accommodated by the organization.

    Without OCM, IT might finish the project but fail to realize the intended outcomes.

    In the long term, a lack of OCM could erode IT’s ability to work with the business.

    The image shows a bar graph, titled Effective change management correlates with project success, with the X-axis labelled Project Success (Percent of respondents that met or exceeded project objectives), and the Y-axis labelled OCM-Effectiveness, with an arrow pointing upwards. The graph shows that with higher OCM-Effectiveness, Project Success is also higher. The source is given as Prosci’s 2014 Best Practices in Change Management benchmarking report.

    What is organizational change management?

    OCM is a framework for managing the introduction of new business processes and technologies to ensure stakeholder adoption.

    OCM involves tools, templates, and processes that are intended to help project leaders analyze the impacts of a change during the planning phase, engage stakeholders throughout the project lifecycle, as well as train and transition users towards the new technologies and processes being implemented.

    OCM is a separate body of knowledge, but as a practice it is inseparable from both project management or business analysis.

    WHEN IS OCM NEEDED?

    Anytime you are starting a project or program that will depend on users and stakeholders to give up their old way of doing things, change will force people to become novices again, leading to lost productivity and added stress.

    CM can help improve project outcomes on any project where you need people to adopt new tools and procedures, comply with new policies, learn new skills and behaviors, or understand and support new processes.

    "What is the goal of change management? Getting people to adopt a new way of doing business." – BA, Natural Resources Company

    The benefits of OCM range from more effective project execution to improved benefits attainment

    82% of CEOs identify organizational change management as a priority. (D&B Consulting) But Only 18% of organizations characterize themselves as “Highly Effective” at OCM. (PMI)

    On average, 95% percent of projects with excellent OCM meet or exceed their objectives. (Prosci) VS For projects with poor OCM, the number of projects that meet objectives drops to 15%. (Prosci)

    82% of projects with excellent OCM practices are completed on budget. (Prosci) VS For projects with poor OCM, the number of projects that stay on budget drops to 51%. (Prosci)

    71% of projects with excellent OCM practices stay on schedule. (Prosci) VS For projects with poor OCM practices, only 16% stay on schedule. (Prosci)

    While critical to project success, OCM remains one of IT’s biggest weaknesses and process improvement gaps

    IT Processes Ranked by Effectiveness:

    1. Risk Management
    2. Knowledge Management
    3. Release Management
    4. Innovation
    5. IT Governance
    6. Enterprise Architecture
    7. Quality Management
    8. Data Architecture
    9. Application Development Quality
    10. Data Quality
    11. Portfolio Management
    12. Configuration Management
    13. Application Portfolio Management
    14. Business Process Controls Internal Audit
    15. Organizational Change Management
    16. Application Development Throughput
    17. Business Intelligence Reporting
    18. Performance Measurement
    19. Manage Service Catalog

    IT Processes Ranked by Importance:

    1. Enterprise Application Selection & Implementation
    2. Organizational Change Management
    3. Data Architecture
    4. Quality Management
    5. Enterprise Architecture
    6. Business Intelligence Reporting
    7. Release Management
    8. Portfolio Management
    9. Application Maintenance
    10. Asset Management
    11. Vendor Management
    12. Application Portfolio Management
    13. Innovation
    14. Business Process Controls Internal Audit
    15. Configuration Management
    16. Performance Measurement
    17. Application Development Quality
    18. Application Development Throughput
    19. Manage Service Catalog

    Based on 3,884 responses to Info-Tech’s Management and Governance Diagnostic, June 2016

    There’s no getting around it: change is hard

    While the importance of change management is widely recognized across organizations, the statistics around change remain dismal.

    Indeed, it’s an understatement to say that change is difficult.

    People are generally – in the near-term at least – resistant to change, especially large, transformational changes that will impact the day-to-day way of doing things, or that involve changing personal values, social norms, and other deep-seated assumptions.

    "There is nothing more difficult to take in hand, more perilous to conduct, or more uncertain in its success, than to take the lead in the introduction of a new order of things." – Niccolo Machiavelli

    70% - Change failure rates are extremely high. It is estimated that up to seventy percent of all change initiatives fail – a figure that has held steady since the 1990s. (McKinsey & Company)

    25% - In a recent survey of 276 large and midsize organizations, only twenty-five percent of respondents felt that the gains from projects were sustained over time. (Towers Watson)

    22% - While eighty-seven percent of survey respondents trained their managers to “manage change,” only 22% felt the training was truly effective. (Towers Watson)

    While change is inherently difficult, the biggest obstacle to OCM success is a lack of accountability

    Who is accountable for change success? …anyone?...

    To its peril, OCM commonly falls into a grey area, somewhere in between project management and portfolio management, and somewhere in between being a concern of IT and a concern of the business.

    While OCM is a separate discipline from project management, it is commonly thought that OCM is something that project managers and project teams do. While in some cases this might be true, it is far from a universal truth.

    The end result: without a centralized approach, accountabilities for key OCM tasks are opaque at best – and the ball for these tasks is, more often than not, dropped altogether.

    29% - Twenty-nine percent of change initiatives are launched without any formal OCM plan whatsoever.

    "That’s 29 percent of leaders with blind faith in the power of prayer to Saint Jude, the patron saint of desperate cases and lost causes." – Torben Rick

    Bring accountability to org-change by facilitating the winds of change through the PMO

    Lasting organizational change requires a leader. Make it the PMO.

    #1 Organizational resistance to change is cited as the #1 challenge to project success that PMOs face. (Source: PM Solutions)

    90% Companies with mature PMOs that effectively manage change meet expectations 90% of the time. (Source: Jacobs-Long)

    Why the PMO?

    A centralized approach to OCM is most effective, and the PMO is already a centralized project office and is already accountable for project outcomes.

    What’s more, in organizations where accountabilities for OCM are not explicitly defined, the PMO will likely already be assumed to be the default change leader by the wider organization.

    It makes sense for the PMO to accept this accountability – in the short term at least – and claim the benefits that will come from coordinating and consistently driving successful project outcomes.

    In the long term, OCM leadership will help the PMO to become a strategic partner with the executive layer and the business side.

    Short-term gains made by the PMO can be used to spark dialogues with those who authorize project spending and have the implicit fiduciary obligation to drive project benefits.

    Ultimately, it’s their job to explicitly transfer that obligation, along with the commensurate resourcing and authority for OCM activities.

    More than a value-added service, OCM competencies will soon determine the success of the PMO itself

    Given the increasingly dynamic nature of market conditions, the need for PMOs to provide change leadership on projects large and small is becoming a necessity.

    "With organizations demanding increasing value, PMOs will need to focus more and more on strategy, innovation, agility, and stakeholder engagement. And, in particular, developing expertise in organizational change management will be essential to their success." – PM Solutions, 2014

    28% PMOs that are highly agile and able to respond quickly to changing conditions are 28% more likely to successfully complete strategic initiatives (69% vs. 41%). (PMI)

    In other words, without heightened competencies around org-change, the PMO of tomorrow will surely sink like a stone in the face of increasingly unstable external factors and accelerated project demands.

    Use Info-Tech’s road-tested OCM toolkit to transform your PMO into a hub of change management leadership

    With the advice and tools in Info-Tech’s Drive Organizational Change from the PMO blueprint, the PMO can provide the right OCM expertise at each phase of a project.

    The graphic has an image of a windmill at centre, with PMO written directly below it. Several areas of expertise are listed in boxes emerging out of the PMO, which line up with project phases as follows (project phase listed first, then area of expertise): Initiation - Impact Assessment; Planning - Stakeholder Engagement; Execution - Transition Planning; Monitoring & Controlling - Communications Execution; Closing - Evaluation & Monitoring.

    Info-Tech’s approach to OCM is a practical/tactical adaptation of several successful models

    Business strategy-oriented OCM models such as John Kotter’s 8-Step model assume the change agent is in a position of senior leadership, able to shape corporate vision, culture, and values.

    • PMO leaders can work with business leaders, but ultimately can’t decide where to take the organization.
    • Work with business leaders to ensure IT-enabled change helps reinforce the organization’s target vision and culture.

    General-purpose OCM frameworks such as ACMP’s Standard for Change Management, CMI’s CMBoK, and Prosci’s ADKAR model are very comprehensive and need to be configured to PMO-specific initiatives.

    • Tailoring a comprehensive, general-purpose framework to PMO-enabled change requires familiarity and experience.

    References and Further Reading

    Info-Tech’s organizational change management model adapts the best practices from a wide range of proven models and distills it into a step-by-step process that can be applied to any IT-enabled project.

    Info-Tech’s OCM research is COBIT aligned and a cornerstone in our IT Management & Governance Framework

    COBIT Section COBIT Management Practice Related Blueprint Steps
    BAI05.01 Establish the desire to change. 1.1 / 2.1 / 2.2
    BAI05.02 Form an effective implementation team. 1.2
    BAI05.03 Communicate the desired vision. 2.1 / 3.2
    BAI05.03 Empower role players and identify short-term wins. 3.2 / 3.3
    BAI05.05 Enable operation and use. 3.1
    BAI05.06 Embed new approaches. 4.1 / 5.1
    BAI05.07 Sustain changes. 5.1

    COBIT 5 is the leading framework for the governance and management of enterprise IT.

    Screenshot of Info-Tech’s IT Management & Governance Framework.

    The image is a screenshot of Info-Tech's IT Management & Governance Framework (linked above). There is an arrow emerging from the screenshot, which offers a zoomed-in view of one of the sections of the framework, which reads BAI05 Organizational Change Management.

    Consider Info-Tech’s additional key observations

    Human behavior is largely a blind spot during the planning phase.

    In IT especially, project planning tends to fixate on technology and underestimate the behavioral and cultural factors that inhibit user adoption. Whether change is project-specific or continuous, it’s more important to instill the desire to change than to apply specific tools and techniques. Accountability for instilling this desire should start with the project sponsor, with direct support from the PMO.

    Don’t mistake change management for a “soft” skill.

    Persuading people to change requires a “soft,” empathetic approach to keep them motivated and engaged. But don’t mistake “soft” for easy. Managing the people part of change is amongst the toughest work there is, and it requires a comfort and competency with uncertainty, ambiguity, and conflict. If a change initiative is going to be successful (especially a large, transformational change), this tough work needs to be done – and the more impactful the change, the earlier it is done, the better.

    In “continuous change” environments, change still needs to be managed.

    Transformation and change are increasingly becoming the new normal. While this normality may help make people more open to change in general, specific changes still need to be planned, communicated, and managed. Agility and continuous improvement are good, but can degenerate into volatility if change isn’t managed properly. People will perceive change to be volatile and undesirable if their expectations aren’t managed through communications and engagement planning.

    Info-Tech’s centralized approach to OCM is cost effective, with a palpable impact on project ROI

    Info-Tech’s Drive Organizational Change from the PMO blueprint can be implemented quickly and can usually be done with the PMO’s own authority, without the need for additional or dedicated change resources.

    Implementation Timeline

    • Info-Tech’s easy-to-navigate OCM tools can be employed right away, when your project is already in progress.
    • A full-scale implementation of a PMO-driven OCM program can be accomplished in 3–4 weeks.

    Implementation Personnel

    • Primary: the PMO director (should budget 10%–15% of her/his project capacity for OCM activities).
    • Secondary: other PMO staff (e.g. project managers, business analysts, etc.).

    OCM Implementation Costs

    15% - The average costs for effective OCM are 10%–15% of the overall project budget. (AMR Research)

    Average OCM Return-on-Investment

    200% - Small projects with excellent OCM practices report a 200% return-on-investment. (Change First)

    650% - Large projects with excellent OCM practices report a 650% return-on-investment. (Change First)

    Company saves 2–4 weeks of time and $10,000 in ERP implementation through responsible OCM

    CASE STUDY

    Industry Manufacturing

    Source Info-Tech Client

    Situation

    A medium-sized manufacturing company with offices all over the world was going through a consolidation of processes and data by implementing a corporate-wide ERP system to replace the fragmented systems that were previously in place. The goal was to have consistency in process, expectations, and quality, as well as improve efficiency in interdepartmental processes.

    Up to this point, every subsidiary was using their own system to track data and sharing information was complicated and slow. It was causing key business opportunities to be compromised or even lost.

    Complication

    The organization was not very good in closing out projects. Initiatives went on for too long, and the original business benefits were usually not realized.

    The primary culprit was recognized as mismanaged organizational change. People weren’t aware early enough, and were often left out of the feedback process.

    Employees often felt like changes were being dictated to them, and they didn’t understand the wider benefits of the changes. This led to an unnecessary number of resistors, adding to the complexity of successfully completing a project.

    Resolution

    Implementing an ERP worldwide was something that the company couldn’t gamble on, so proper organizational change management was a focus.

    A thorough stakeholder analysis was done, and champions were identified for each stakeholder group throughout the organization.

    Involving these champions early gave them the time to work within their groups and to manage expectations. The result was savings of 2–4 weeks of implementation time and $10,000.

    Follow Info-Tech’s blueprint to transform your PMO into a hub for organizational change management

    Prepare the PMO for Change Leadership

    • Assess the organization’s readiness for change.
      • Perform an OCM capabilities assessment.
      • Chart an OCM roadmap for the PMO.
      • Undergo a change management SWOT analysis.
      • Define success criteria.
      • Org. Change Capabilities Assessment
    • Define the structure and scope of the PMO’s pilot OCM initiative.
      • Determine pilot OCM project.
      • Estimate OCM effort.
      • Document high-level project details.
      • Establish a timeline for org-change activities.
      • Assess available resources to support the PMO’s OCM initiative.
      • Project Level Assessment

    Plant the Seeds for Change During Project Planning and Initiation

    • Foster OCM considerations during the ideation phase.
      • Assess leadership support for change
      • Highlight the goals and benefits of the change
      • Refine your change story
      • Define success criteria
      • Develop a sponsorship action plan
      • Transition Team Communications Template
    • Perform an organizational change impact assessment.
      • Perform change impact survey.
      • Assess the depth of impact for the stakeholder group.
      • Determine overall adoptability of the OCM effort.
      • Review risks and opportunities.
      • Org. Change Management Impact Analysis Tool

    Facilitate Change Adoption Throughout the Organization

    • Ensure stakeholders are engaged and ready for change.
      • Involve the right people in change and define roles.
      • Define methods for obtaining stakeholder input.
      • Perform a stakeholder analysis.
      • Stakeholder Engagement Workbook
    • Develop and execute the transition plan.
      • Establish a communications strategy for stakeholder groups.
      • Define the feedback and evaluation process.
      • Assess the full range of support and resistance to change.
      • Develop an objections handling process.
      • Transition Plan Template
    • Establish HR and training plans.
      • Assess training needs. Develop training plan.
      • Training Plan

    Establish a Post-Project Benefits Attainment Process

    • Determine accountabilities for benefits attainment.
      • Conduct a post-implementation review of the pilot OCM project.
      • Assign ownership for realizing benefits after the project is closed.
      • Define a post-project benefits tracking process.
      • Implement a tool to help monitor and track benefits over the long term.
      • Project Benefits Tracking Tool

    Solidify the PMO’s Role as Change Leader

    • Institute an OCM playbook.
      • Review lessons learned to improve OCM as a core discipline of the PMO.
      • Monitor organizational capacity for change.
      • Define roles and responsibilities for OCM oversight.
      • Formalize the Organizational Change Management Playbook.
      • Assess the value and success of your practices relative to OCM effort and project outcomes.
      • Organizational Change Management 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

    Drive Organizational Change from the PMO

    Phase 1 Phase 2 Phase 3 Phase 4 Phase 5
    Best-Practice Toolkit

    1.1 Assess the organization’s readiness for change.

    1.2 Define the structure and scope of the PMO’s pilot OCM initiative.

    2.1 Foster OCM considerations during the ideation phase.

    2.2 Perform an organizational change impact assessment.

    3.1 Ensure stakeholders are engaged and ready for change.

    3.2 Develop and execute the transition plan.

    3.3 Establish HR and training plans.

    4.1 Determine accountabilities for benefits attainment. 5.1 Institute an OCM playbook.
    Guided Implementations
    • Scoping Call.
    • Review the PMO’s and the organization’s change capabilities.
    • Determine an OCM pilot initiative.
    • Define a sponsorship action plan for change initiatives.
    • Undergo a change impact assessment.
    • Perform a stakeholder analysis.
    • Prepare a communications strategy based on stakeholder types.
    • Develop training plans.
    • Establish a post-project benefits tracking process.
    • Implement a tracking tool.
    • Evaluate the effectiveness of OCM practices.
    • Formalize an OCM playbook for the organization’s projects.
    Onsite Workshop

    Module 1:

    Prepare the PMO for change leadership.

    Module 2:

    Plant the seeds for change during planning and initiation.

    Module 3:

    Facilitate change adoption throughout the organization.

    Module 4:

    Establish a post-project benefits attainment process.

    Module 5:

    Solidify the PMO’s role as change leader.

    Phase 1 Results:

    OCM Capabilities Assessment

    Phase 2 Results:

    Change Impact Analysis

    Phase 3 Results:

    Communications and Transition Plans

    Phase 4 Results:

    A benefits tracking process for sponsors

    Phase 5 Results:

    OCM Playbook

    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
    Activities

    Organize and Plan Workshop

    • Finalize workshop itinerary and scope.
    • Identify workshop participants.
    • Gather strategic documentation.
    • Engage necessary stakeholders.
    • Book interviews.

    Assess OCM Capabilities

    • Assess current organizational change management capabilities.
    • Conduct change management SWOT analysis.
    • Define change management success metrics.
    • Define core pilot OCM project.

    Analyze Impact of the Change

    • Analyse the impact of the change across multiple dimensions and stakeholder groups.
    • Create an impact management plan.
    • Analyze impacts to product with risk and opportunity assessments.

    Develop Engagement & Transition Plans

    • Perform stakeholder analysis to identify change champions and blockers.
    • Document comm./training requirements and delivery plan.
    • Define plans to deal with resistance.
    • Validate and test the transition plan.

    Institute an OCM Playbook

    • Define feedback and evaluation process.
    • Finalize communications, transition, and training plans.
    • Establish benefits tracking timeline and commitment plans.
    • Define roles and responsibilities for ongoing organizational change management.
    Deliverables
    • Workshop Itinerary
    • Workshop Participant List
    • Defined Org Change Mandate
    • Organizational Change Capabilities Assessment
    • SWOT Assessment
    • Value Metrics
    • Project Level Assessment/Project Definition
    • Project Sponsor Action Plan
    • Organizational Change Impact Analysis Tool
    • Risk Assessment
    • Opportunity Assessment
    • Stakeholder Engagement Workbook
    • Communications Plan
    • Training Plan
    • Resistance Plan
    • Transition Team
    • Communications Template
    • Evaluation Plan
    • Post-Project Benefits Tracking Timelines and Accountabilities
    • OCM Playbook

    Phase 1

    Prepare the PMO for Change Leadership

    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 the PMO for Change Leadership

    Proposed Time to Completion (in weeks): 1 week

    Step 1.1: Assess the organization’s readiness for change

    Start with an analyst kick off call:

    • Scoping call to discuss organizational change challenges and the PMO’s role in managing change.

    Then complete these activities…

    • Perform an assessment survey to define capability levels and chart an OCM roadmap.

    With these tools & templates:

    • Organizational Change Management Capabilities Assessment
    Step 1.2: Define the structure and scope of the PMO’s pilot OCM initiative

    Work with an analyst to:

    • Determine the appropriate OCM initiative to pilot over this series of Guided Implementations from the PMO’s project list.

    Then complete these activities…

    • Rightsize your OCM planning efforts based on project size, timeline, and resource availability.

    With these tools & templates:

    • Project Level Assessment Tool

    Step 1.1: Assess the organization’s readiness for change

    Phase 1 - 1.1

    This step will walk you through the following activities:
    • Perform an OCM capabilities assessment.
    • Chart an OCM roadmap for the PMO.
    • Undergo a change management SWOT analysis.
    • Define success criteria.
    This step involves the following participants:
    • Required: PMO Director
    • Recommended: PMO staff, project management staff, and other project stakeholders
    Outcomes of this step
    • An OCM roadmap for the PMO with specific recommendations.
    • An assessment of strengths, weakness, challenges, and threats in terms of the PMO’s role as organizational change leader.
    • Success metrics for the PMO’s OCM implementation.

    Project leaders who successfully facilitate change are strategic assets in a world of increasing agility and uncertainty

    As transformation and change become the new normal, it’s up to PMOs to provide stability and direction during times of transition and turbulence.

    Continuous change and transition are increasingly common in organizations in 2016.

    A state of constant change can make managing change more difficult in some ways, but easier in others.

    • Inundation with communications and diversity of channels means the traditional “broadcast” approach to communicating change doesn’t work (i.e. you can’t expect every email to get everyone’s attention).
    • People might be more open to change in general, but specific changes still need to be properly planned, communicated, and managed.

    By managing organizational change more effectively, the PMO can build credibility to manage both business and IT projects.

    "The greatest danger in times of turbulence is not the turbulence; it is to act with yesterday’s logic." – Peter Drucker

    In this phase, we will gauge your PMO’s abilities to effectively facilitate change based upon your change management capability levels and your wider organization’s responsiveness to change.

    Evaluate your current capabilities for managing organizational change

    Start off by ensuring that the PMO is sensitive to the particularities of the organization and that it manages change accordingly.

    There are many moving parts involved in successfully realizing an organizational change.

    For instance, even with an effective change toolkit and strong leadership support, you may still fail to achieve project benefits due to such factors as a staff environment resistant to change or poor process discipline.

    Use Info-Tech’s Organizational Change Management Capabilities Assessment to assess your readiness for change across 7 categories:

    • Cultural Readiness
    • Leadership & Sponsorship
    • Organizational Knowledge
    • Change Management Skills
    • Toolkit & Templates
    • Process Discipline
    • KPIs & Metrics

    Download Info-Tech’s Organizational Change Management Capabilities Assessment.

    • The survey can be completed quickly in 5 to 10 minutes; or, if being done as a group activity, it can take up to 60 minutes or more.
    • Based upon your answers, you will get a report of your current change capabilities to help you prioritize your next steps.
    • The tool also provides a customized list of Info-Tech recommendations across the seven categories.

    Perform Info-Tech’s OCM capabilities questionnaire

    1.1.1 Anywhere from 10 to 60 minutes (depending on number of participants)

    • The questionnaire on Tab 2 of the Assessment consists of 21 questions across 7 categories.
    • The survey can be completed individually, by the PMO director or manager, or – even more ideally – by a group of project and business stakeholders.
    • While the questionnaire only takes a few minutes to complete, you may wish to survey a wider swath of business units, especially on such categories as “Cultural Readiness” and “Leadership Support.”

    The image is a screen capture of tab 2 of the Organizational Change Management Capabilities Assessment.

    Use the drop downs to indicate the degree to which you agree or disagree with each of the statements in the survey.

    Info-Tech Insight

    Every organization has some change management capability.

    Even if you find yourself in a fledgling or nascent PMO, with no formal change management tools or processes, you can still leverage other categories of change management effectiveness.

    If you can, build upon people-related assets like “Organizational Knowledge” and “Cultural Readiness” as you start to hone your OCM toolkit and process.

    Review your capability levels and chart an OCM roadmap for your PMO

    Tab 3 of the Assessment tool shows your capabilities graph.

    • The chart visualizes your capability levels across the seven categories of organization change covered in the questionnaire in order to show the areas that your organization is already strong in and the areas where you need to focus your efforts.

    The image is a screen capture of tab 3 of the Organizational Change Management Capabilities Assessment.

    Focus on improving the first capability dimension (from left/front to right/back) that rates below 10.

    Tab 4 of the Assessment tool reveals Info-Tech’s recommendations based upon your survey responses.

    • Use these recommendations to structure your roadmap and bring concrete definitions to your next steps.

    The image is a screen capture of tab 4 of the Organizational Change Management Capabilities Assessment.

    Use the red/yellow/green boxes to focus your efforts.

    The content in the recommendations boxes is based around these categories and the advice therein is designed to help you to, in the near term, bring your capabilities up to the next level.

    Use the steps in this blueprint to help build your capabilities

    Each of Info-Tech’s seven OCM capabilities match up with different steps and phases in this blueprint.

    We recommend that you consume this blueprint in a linear fashion, as each phase matches up to a different set of OCM activities to be executed at each phase of a project. However, you can use the legend below to locate how and where this blueprint will address each capability.

    Cultural Readiness 2.1 / 2.2 / 3.1 / 3.2 / 3.3
    Leadership Support 2.1 / 4.1 / 5.1
    Organizational Knowledge 2.1 / 3.1 / 3.2
    Change Management Skills 2.1 / 2.2 / 3.1 / 3.2 / 3.3
    Toolkit & Templates 2.1 / 2.2 / 3.1 / 3.2 / 3.3 / 4.1 / 5.1
    Process Discipline 2.1 / 2.2 / 3.1 / 3.2 / 3.3 / 4.1 / 5.1
    KPIs & Metrics 3.2 / 5.1

    Info-Tech Insight

    Organizational change must be planned in advance and managed through all phases of a project.

    Organizational change management must be embedded as a key aspect throughout the project, not merely a set of tactics added to execution phases.

    Perform a change management SWOT exercise

    1.1.2 30 to 60 minutes

    Now that you have a sense of your change management strengths and weaknesses, you can begin to formalize the organizational specifics of these.

    Gather PMO and IT staff, as well as other key project and business stakeholders, and perform a SWOT analysis based on your Capabilities Assessment.

    Follow these steps to complete the SWOT analysis:

    1. Have participants discuss and identify Strengths, Weaknesses, Opportunities, and Threats.
    2. Spend roughly 60 minutes on this. Use a whiteboard, flip chart, or PowerPoint slide to document results of the discussion as points are made.
    3. Make sure results are recorded and saved either using the template provided on the next slide or by taking a picture of the whiteboard or flip chart.

    Use the SWOT Analysis Template on the next slide to document results.

    Use the examples provided in the SWOT analysis to kick-start the discussion.

    The purpose of the SWOT is to begin to define the goals of this implementation by assessing your change management capabilities and cultivating executive level, business unit, PMO, and IT alignment around the most critical opportunities and challenges.

    Sample SWOT Analysis

    Strengths

    • Knowledge, skills, and talent of project staff.
    • Good working relationship between IT and business units.
    • Other PMO processes are strong and well adhered to by project staff.
    • Motivation to get things done when priorities, goals, and action plans are clear.

    Weaknesses

    • Project leads lack formal training in change management.
    • IT tried to introduce org change processes in the past, but we failed. Staff were unsure of which templates to use and how/when/why to use them.
    • We can’t designate individuals as change agents. We lack sufficient resources.
    • We’ve had some fairly significant change failures in the past and some skepticism and pessimism has taken root in the business units.

    Opportunities

    • The PMO is strong and well established in the organization, with a history of facilitating successful process discipline.
    • The new incoming CEO has already paid lip service to change and transformation. We should be able to leverage their support as we formalize these processes.
    • We have good lines of project communication already in place via our bi-weekly project reporting meetings. We can add change management matters to the agenda of these meetings.

    Threats

    • Additional processes and documentation around change management could be viewed as burdensome overhead. Adoption is uncertain.
    • OCM success depends on multiple stakeholders and business units coming together; with so many moving parts, we can’t be assured that an OCM program will survive long term.

    Define the “how” and the “what” of change management success for your PMO

    1.1.3 30 to 60 minutes

    Before you move on to develop and implement your OCM processes, spend some time documenting how change management success will be defined for your organization and what conditions will be necessary for success to be achieved.

    With the same group of individuals who participated in the SWOT exercise, discuss the below criteria. You can make this a sticky note or a whiteboard activity to help document discussion points.

    OCM Measured Value Metrics Include:
    • Estimate % of expected business benefits realized on the past 3–5 significant projects/programs.
      • Track business benefits (costs reduced, productivity increased, etc.).
    • Estimate costs avoided/reduced (extensions, cancellations, delays, roll-backs, etc.).
      • Establish baseline by estimating average costs of projects extended to deal with change-related issues.
    What conditions are necessary for OCM to succeed? How will success be defined?
    • e.g. The PMO will need the support of senior leaders and business units.
    • e.g. 20% improvement in benefits realization numbers within the next 12 months.
    • e.g. The PMO will need to establish a portal to help with organization-wide communications.
    • e.g. 30% increase in adoption rates on new software and technology projects within the next 12 months.

    Document additional items that could impact an OCM implementation for your PMO

    1.1.4 15 to 45 minutes

    Use the table below to document any additional factors or uncertainties that could impact implementation success.

    These could be external factors that may impact the PMO, or they could be logistical considerations pertaining to staffing or infrastructure that may be required to support additional change management processes and procedures.

    "[A]ll bets are off when it comes to change. People scatter in all directions. Your past experiences may help in some way, but what you do today and how you do it are the new measures people will use to evaluate you." – Tres Roeder

    Consideration Description of Need Potential Resource Implications Potential Next Steps Timeline
    e.g. The PMO will need to train PMs concerning new processes. We will not only need to train PM staff in the new processes and documentation requirements, but we will also have to provide ongoing training, be it monthly, quarterly, or yearly. Members of PMO staff will be required to support this training. Analyze impact of redeploying existing resources vs. outsourcing. Q3 2016
    e.g. We will need to communicate new OCM requirements to the business and wider organization. The PMO will be taking on added communication requirements, needing to advertise to a wider audience than it has before. None Work with business side to expand the PMO’s communications network and look into leveraging existing communication portals. Next month

    Step 1.2: Define the structure and scope of the PMO’s pilot OCM initiative

    Phase 1 - 1.2

    This step will walk you through the following activities:
    • Determine pilot OCM project.
    • Estimate OCM effort.
    • Document high-level project details.
    • Establish a timeline for org change activities.
    • Assess available resources to support the PMO’s OCM initiative.
    This step involves the following participants:
    • Required: PMO Director
    • Recommended: PMO staff, project management staff, and other project stakeholders
    Outcomes of this step
    • Project definition for the PMO’s pilot OCM initiative.
    • A timeline that aligns the project schedule for key OCM activities.
    • Definition of resource availability to support OCM activities through the PMO.

    Organizational change discipline should align with project structure

    Change management success is contingent on doing the right things at the right time.

    In subsequent phases of this blueprint, we will help the PMO develop an OCM strategy that aligns with your organization’s project timelines.

    In this step (1.2), we will do some pre-work for you by determining a change initiative to pilot during this process and defining some of the roles and responsibilities for the OCM activities that we’ll develop in this blueprint.

    The image shows a sample project timeline with corresponding OCM requirements.

    Get ready to develop and pilot your OCM competencies on a specific project

    In keeping with the need to align organizational change management activities with the actual timeline of the project, the next three phases of this blueprint will move from discussing OCM in general to applying OCM considerations to a single project.

    As you narrow your focus to the organizational change stemming from a specific initiative, review the below considerations to help inform the decisions that you make during the activities in this step.

    Choose a pilot project that:

    • Has an identifiable sponsor who will be willing and able to participate in the bulk of the activities during the workshop.
    • Has an appropriate level of change associated with it in order to adequately develop a range of OCM capabilities.
    • Has a reasonably well-defined scope and timeline – you don’t want the pilot initiative being dragged out unexpectedly.
    • Has PMO/IT staff who will be assisting with OCM efforts and will be relatively familiar and comfortable with them in terms of technical requirements.

    Select a specific project that involves significant organizational change

    1.2.1 5 to 15 minutes

    The need for OCM rigor will vary depending on project size and complexity.

    While we recommend that every project has some aspect of change management to it, you can adjust OCM requirements accordingly, depending on the type of change being introduced.

    Incremental Change Transformational Change

    Organizational change management is highly recommended and beneficial for projects that require people to:

    • Adopt new tools and workflows.
    • Learn new skills.
    • Comply with new policies and procedures.
    • Stop using old tools and workflows.

    Organizational change management is required for projects that require people to:

    • Move into different roles, reporting structures, and career paths.
    • Embrace new responsibilities, goals, reward systems, and values
    • Grow out of old habits, ideas, and behaviors.
    • Lose stature in the organization.

    Phases 2, 3, and 4 of this blueprint will guide you through the process of managing organizational change around a specific project. Select one now that is currently in your request or planning stages to pilot through the activities in this blueprint. We recommend choosing one that involves a large, transformational change.

    Estimate the overall difficulty and effort required to manage organizational change

    1.2.2 5 minutes

    Use Info-Tech’s project levels to define the complexity of the project that you’ve chosen to pilot.

    Defining your project level will help determine how much effort and detail is required to complete steps in this blueprint – and, beyond this, these levels can help you determine how much OCM rigor to apply across each of the projects in your portfolio.

    Incremental Change Transformational Change
    Level 1 Level 2 Level 3
    • Low risk and complexity.
    • Routine projects with limited exposure to the business and low risk of negative impact.
    • Examples: infrastructure upgrades, application refreshes, etc.
    • Medium risk and complexity.
    • Projects with broader exposure that present a moderate level of risk to business operations.
    • Examples: Move or renovate locations, cloud migration, BYOD strategy, etc.
    • High risk and complexity.
    • Projects that affect multiple lines of business and have significant costs and/or risks.
    • Examples: ERP implementation, corporate merger, business model innovation, etc.

    For a more comprehensive assessment of project levels and degrees of risk, see Info-Tech’s Create Project Management Success blueprint – and in particular, our Project Level Assessment Tool.

    Record the goals and scope of the pilot OCM initiative

    1.2.3 15 to 30 minutes

    Description

    What is the project changing?

    How will it work?

    What are the implications of doing nothing?

    What are the phases in execution?

    Expected Benefits

    What is the desired outcome?

    What can be measured? How?

    When should it be measured?

    Goals

    List the goals.

    Align with business and IT goals.

    Expected Costs

    List the costs:

    Software costs

    Hardware costs

    Implementation costs

    Expected Risks

    List the risks:

    Business risks

    Technology risks

    Implementation risks

    Planned Project Activities & Milestones Timeline Owner(s) Status
    1. Example: Vendor Evaluation Finish by Q4-17 Jessie Villar In progress
    2. Example: Define Administrative Policies Finish by Q4-17 Gerry Anantha Starting Q2

    Know the “what” and “when” of org change activities

    The key to change management success is ensuring that the right OCM activities are carried out at the right time. The below graphic serves as a quick view of what OCM activities entail and when they should be done.

    The image is the sample project timeline previously shown, but with additional notes for each segment of the Gantt chart. The notes are as follows: Impact Assessment - Start assessing the impact of change during planning and requirements gathering stages; Stakeholder Engagement - Use requirements gathering and design activities as opportunities to engage stakeholders and users; Transition Planning - The development period provides time for the change manager to develop and refine the transition plan (including communications and training). Change managers need to collaborate with development teams to ensure scope and schedule stay aligned, especially in Agile environments); Communications Execution - Communications should occur early and often, beginning well before change affects people and continuing long enough to reinforce change by celebrating success; Training - Training needs to be well timed to coincide with implementation; Quick Wins - Celebrate early successes to show that change is working; Evaluation & Monitoring - Adoption of change is a key to benefits realization. Don’t declare the project over until adoption of change is proven.

    Rough out a timeline for the org change activities associated with your pilot project’s timeline

    1.2.4 20-30 minutes

    With reference to the graphic on the previous slide, map out a high-level timeline for your pilot project’s milestones and the corresponding OCM activities.
    • This is essentially a first draft of a timeline and will be refined as we develop your OCM discipline in the next phase of this blueprint.
    • The purpose of roughing something out at this time is to help determine the scope of the implementation, the effort involved, and to help with resource planning.
    Project Phase or Milestone Estimated Start Date Estimated End Date Associated OCM Requirement(s)
    e.g. Planning e.g. Already in progress e.g. July e.g. Impact Assessment
    e.g. Requirements & Design e.g. August e.g. October e.g. Stakeholder Engagement & Transition Planning

    Info-Tech Insight

    Proactive change management is easier to execute and infinitely more effective than managing change reactively. A reactive approach to OCM is bound to fail. The better equipped the PMO is to plan OCM activities in advance of projects, the more effective those OCM efforts will be.

    Assess the roles and resources that might be needed to help support these OCM efforts

    1.2.5 30 minutes

    The PMO leader will need to delegate responsibility for many to all of these OCM activities throughout the project lifecycle.

    Compile a list of PMO staff, project workers, and other stakeholders who will likely be required to support these processes at each step, keeping in mind that we will be doing a more thorough consideration of the resources required to support an OCM program in Phase 3.

    OCM Activity Resources Available to Support
    Impact Assessment
    Stakeholder Engagement
    Transition Planning
    Training
    Communications
    Evaluation and Monitoring

    Info-Tech Insight

    OCM processes require a diverse network to support them.

    While we advocate an approach to org change that is centralized through the PMO, this doesn’t change the fact that the PMO’s OCM processes will need to engage the entirety of the project eco-system.

    In addition to IT/PMO directors, org change processes will engage a group as varied as project sponsors, project managers, business analysts, communications leads, and HR/training leads.

    Ensure that you are considering resources and infrastructure beyond IT as you plan your OCM processes – and engage these stakeholders early in this planning process.

    Establish core transition team roles and a reporting structure

    1.2.6 30 minutes

    Once you’ve identified OCM resources and assessed their availability, start to sketch the structure of the core transition team.

    In many cases, the core team only has one or two people responsible for impact analysis and plan development in addition to you, the sponsor, who is accountable for leadership and benefits realization.

    For larger initiatives, the core team might include several co-sponsors or advisors from different departments or lines of business, along with a handful of staff working together on analysis and planning.

    Some team structure templates/examples:

    Small (e.g. Office 365)

    • Sponsor
    • PM/BA

    Medium-Large (e.g. business process initiative)

    • Sponsor
    • PM
    • BA
    • OCM Consultant

    Complex Transformational (e.g. business model initiative, company reorg)

    • Exec. Sponsor (CxO)
    • Steering Committee
    • Project Lead/Champion (VP)
    • Business Lead(s)
    • IT Lead
    • HR/Training Lead
    • OCM Consultant

    Ultimately, organizational change is a collaborative effort

    Effective organizational change involves overlapping responsibilities.

    In keeping with the eclectic network of stakeholders that is required to support OCM processes, Phase 2 is broken up into sections that will, by turn, engage project sponsors, project managers, business analysts, communications leads, and HR/training leads.

    At each step, our intention is to arm the PMO with a toolkit and a set of processes that will help foster a project culture that is proactive about change.

    "It is amazing what you can accomplish if you do not care who gets the credit." – Harry Truman

    Project Step PMO Sponsor Project Manager Business Analyst Blueprint Reference
    Make a high-level case for change.

    A

    R R/C C 1.1
    Initiate project/change planning. A C R C 1.2
    Analyze full breadth and depth of impact. A C R R 1.3
    Assess communications and training requirements. A C R R 2.1
    Develop communications, training, and other transition plans. A R C R 2.2-3
    Approve and communicate transition plans. A C R C 2.4
    Analyze impact and progress. A C R R 3.1
    Revise project/change planning. A C R C 3.2
    Highlight and leverage successes. A R C C 3.3

    Update the Transition Team Communications Template

    1.2.7 10 minutes

    Participants
    • PMO leader
    • PMO staff
    Input
    • The outcomes of various activities in this step
    Output
    • Key sections of the Transition Team Communications Template completed

    Use Info-Tech’s Transition Team Communications Template to help communicate the outcomes of this step.

    • Use the template to document the goals, benefits, and milestones established in 1.2.3, to record the project timeline and schedule for OCM activities from 1.2.4, to document resources available for OCM activities (1.2.5), and to record the membership and reporting structure of the core transition team (1.2.6).

    Download Info-Tech’s Transition Team Communications Template.

    "Managers and user communities need to feel like they are a part of a project instead of feeling like the project is happening to them. It isn't just a matter of sending a few emails or putting up a page on a project website." Ross Latham

    Build organizational change management capabilities by bringing in required skills

    Case Study

    Industry Natural Resources

    Source Interview

    Challenge
    • Like many organizations, the company is undergoing increasing IT-enabled change.
    • Project managers tended to react to effects of change rather than proactively planning for change.

    "The hard systems – they’re easy. It’s the soft systems that are challenging... Be hard on the process. Be easy on the people." – Business Analyst, natural resources company

    Solution
    • Change management was especially challenging when projects were led by the business.
    • IT was often brought in late in business-led projects.
    • As a result, the organization incurred avoidable costs to deal with integration, retraining, etc.
    • The cost of managing change grows later in the project as more effort needs to be spent undoing (or “unfreezing”) the old state or remediating poorly executed change.
    Results
    • The company hired a business analyst with a background in organizational change to bring in the necessary skills.
    • The business analyst brought knowledge, experience, and templates based on best practices and is sharing these with the rest of the project management team.
    • As a result, organizational change management is starting earlier in projects when its effectiveness and value are maximized.

    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 Evaluate your current capabilities for managing organizational change

    Take Info-Tech’s OCM capabilities questionnaire and receive custom analyst recommendations concerning next steps.

    1.1.2 Perform a change management SWOT exercise

    Work with a seasoned analyst to assess your PMO’s strengths, weaknesses, opportunities, and threats to becoming an org change leader.

    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:

    1.1.3 Define success metrics for your PMO’s efforts to become an org change leader

    Work with an analyst to clarify how the success of this initiative will be measured and what conditions are necessary for success.

    1.2.2 Determine the appropriate OCM initiative to pilot at your organization

    Receive custom analyst insights on rightsizing your OCM planning efforts based on project size, timeline, and resource availability.

    1.2.4 Develop an OCM timeline that aligns with key project milestones

    Harness analyst experience to develop a project-specific timeline for the PMO’s change management activities to better plan your efforts and resources.

    Phase 2

    Plant the Seeds for Change During Project Planning and Initiation

    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: Plant the seeds for change during project planning and initiation

    Proposed Time to Completion (in weeks): 1 week

    Step 2.1: Foster OCM considerations during the ideation phase

    Discuss these issues with an analyst:

    • Disengaged or absent sponsors on change initiatives.
    • Lack of organizational desire for change.
    • How to customize an OCM strategy to suit the personality of the organization.

    Then complete these activities…

    • Develop a sponsorship action plan to help facilitate more engaged change sponsorship.
    • Build a process for making the case for change throughout the organization.

    With these tools & templates:

    • Activity 2.1.3: “Refine your change story”
    • Activity 2.1.4: “Develop a sponsorship action plan”
    • Transition Team Communications Template
    Step 2.2: Perform an organizational change impact analysis

    Work with an analyst to:

    • Perform an impact analysis to make your change planning more complete.
    • Assess the depth of change impacts across various stakeholder groups.

    Then complete these activities…

    • Assign accountability for managing change impacts.
    • Update the business case with risks and opportunities identified during the impact analysis.

    With these tools & templates:

    • Organizational Change Management Impact Analysis Tool

    Step 2.1: Foster OCM considerations during the ideation phase

    Phase 2 - 2.1

    This step will walk you through the following activities:
    • Assess leadership support for change.
    • Highlight the goals and benefits of the change.
    • Refine your change story.
    • Define success criteria.
    • Develop a sponsorship action plan.
    This step involves the following participants:
    • PMO Director
    • Project sponsor for the pilot OCM project
    • Additional project staff: project managers, business analysts, etc.
    Outcomes of this step
    • Strategy to shore up executive alignment around the need for change.
    • Increased definition around the need for change.
    • Increased engagement from project sponsors around change management and project outcomes.

    Accountability for change management begins in advance of the project itself

    As early as the request phase, project sponsors and requestors have a responsibility to communicate the need for the changes that they are proposing.

    Org Change Step #1: Make the case for change during the request phase

    Initiation→Planning→Execution→Monitoring & Controlling→Closing

    Even before project planning and initiation begin, sponsors and requestors have org change responsibilities around communicating the need for a change and demonstrating their commitment to that change.

    In this step, we will look at the OCM considerations that need to be factored in during project ideation.

    The slides ahead will cover what the PMO can do to help foster these considerations among project sponsors and requestors.

    While this project may already be in the planning phase, the activities in the slides ahead will help lay a solid OCM foundation as you move ahead into the impact assessment and stakeholder engagement steps in this phase.

    Strongly recommended: include the sponsor for your pilot OCM project in many of the following activities (see individual activity slides for direction).

    Info-Tech Insight

    Make active sponsorship a criteria when scoring new requests.

    Projects with active sponsors are far more likely to succeed than those where the sponsor cannot be identified or where she/he is unable or unwilling to champion the initiative throughout the organization.

    Consider the engagement level of sponsors when prioritizing new requests. Without this support, the likelihood of a change initiative succeeding is far diminished.

    What does effective sponsorship look like?

    Somewhere along the way a stereotype arose of the project sponsor as a disengaged executive who dreams up a project idea and – regardless of that idea’s feasibility or merit – secures funding, pats themselves on the back, and does not materialize again until the project is over to pat themselves on the back again.

    Indeed, it’s exaggerated, based partly on the fact that sponsors are almost always extremely busy individuals, with very demanding day jobs on top of their responsibilities as sponsors. The stereotype doesn’t capture the very real day-to-day project-level responsibilities of project sponsors.

    Leading change management institute, Prosci, has developed a checklist of 10 identifiable traits and responsibilities that PMO leaders and project managers should help to foster among project sponsors. As Prosci states, the checklist “can be used as an audit tool to see if you are utilizing best practices in how you engage senior leaders on your change initiatives.”

    Prosci’s Change Management Sponsor Checklist:

    Are your sponsors:

    • Aware of the importance they play in making changes successful?
    • Aware of their roles in supporting org change?
    • Active and visible throughout the project?
    • Building necessary coalitions for change success?
    • Communicating directly and effectively with employees?
    • Aware that the biggest mistake is failing to personally engage as the sponsor?
    • Prepared to help manage resistance?
    • Prepared to celebrate successes?
    • Setting clear priorities to help employees manage project and day-to-day work?
    • Avoiding trends and backing change that will be meaningful for the long term?

    (Source: Prosci’s Change Management Sponsor Checklist)

    Assess leadership support for change

    2.1.1 30 minutes

    Participants
    • PMO leader
    • Other PMO/PM staff
    Output
    • Leadership support strategy

    Many change initiatives require significant investments of political capital to garner approval, funding, and involvement from key executives. This process can take months or even years before the project is staffed and implementation begins.

    • In cases where leadership opposition or ambivalence to change is a critical success inhibitor, project sponsors or change leaders need a deliberate strategy for engaging and converting potential supporters.
    • You might need to recruit someone with more influence or authority to become sponsor or co-sponsor to convert supporters you otherwise could not.
    • Use the table below as an example to begin developing your executive engagement strategy (but keep it private).
    Executive/Stakeholder Degree of Support Ability to Influence Potential Contribution/Engagement Strategy
    Board of Directors Med High
    CEO
    CFO
    CIO
    CxO

    “The stakes of having poorly engaged executive sponsors are high, as are the consequences and costs. PMI research into executive sponsorship shows that one in three unsuccessful projects fail to meet goals due to poorly engaged executive sponsors.”

    PMI, 2014

    Highlight the goals and benefits of the change

    2.1.2 30-60 minutes

    Participants
    • PMO leader
    • PMO staff
    • Project sponsor

    Build desire for change.

    The project sponsor is accountable for defining the high-level scope and benefits of the project. The PMO needs to work with the sponsor during the ideation phase to help establish the need for the proposed change.

    Use the table below to begin developing a compelling vision and story of change. If you have not already defined high-level goals and deliverables for your project, download Info-Tech’s Light Project Request Form (a Detailed Project Request Form is also available).

    Why is there a need to change?
    How will change benefit the organization?
    How did we determine this is the right change?
    What would happen if we didn’t change?
    How will we measure success?

    See Info-Tech’s Optimize Project Intake, Approval, and Prioritization blueprint for more detailed advice on working with requestors to define requirements and business value of new requests.

    Stories are more compelling than logic and facts alone

    Crucial facts, data, and figures are made more digestible, memorable, and actionable when they are conveyed through a compelling storyline.

    While you certainly need high-level scope elements and a rigorous cost-benefit analysis in your business case, projects that require organizational change also need a compelling story or vision to influence groups of stakeholders.

    As the PMO works with sponsors to identify and document the goals and benefits of change, begin to sketch a narrative that will be compelling to the organization’s varied audiences.

    Structuring an effective project narrative:

    Research shows (Research and impacts cited in Torben Rick’s “Change Management Require[s] a Compelling Story,” 2014) that when managers and employees are asked about what most inspires them in their work, their responses are evenly split across five forms of impact:

    1. Impact on society – e.g. the organization’s role in the community.
    2. Impact on the customer – e.g. providing effective service.
    3. Impact on the company – e.g. contributing positively to the growth of the organization.
    4. Impact on the working team – e.g. creating an inclusive work environment.
    5. Impact on the individual – e.g. personal development and compensation.

    "Storytelling enables the individuals in an organization to see themselves and the organization in a different light, and accordingly take decisions and change their behavior in accordance with these new perceptions, insights, and identities." – Steve Denning

    Info-Tech Insight

    A micro-to-macro change narrative. A compelling org change story needs to address all five of these impacts in order to optimally engage employees in change. In crafting a narrative that covers both the micro and macro levels, you will be laying a solid foundation for adoption throughout the organization.

    Refine your change story

    2.1.3 45 to 60 minutes

    Participants
    • PMO leader
    • PMO staff
    • Project sponsor
    Input
    • 5 levels of change impact
    • Stakeholder groups
    Output
    • Improved change justification to help inform the request phase and the development of the business case.
    Materials
    • Whiteboard and markers

    Using a whiteboard to capture the discussion, address the 5 levels of change impact covered on the previous slide.

    1. Develop a list of the stakeholder groups impacted by this project.
      • The impacts will be felt differently by different groups, so develop a high-level list of those stakeholder groups that will be directly affected by the change.
      • Keep in mind, this activity is not an impact assessment. This activity is meant to elicit how the change will be perceived by the different stakeholder groups, not how it will actually impact them – i.e. this activity is about making the case for change, not actually managing the change.
    2. Brainstorm how the five impact levels will be perceived from the point of view of each stakeholder group.
      • Spend about 5 to 10 minutes per impact per stakeholder group.
      • The goal here isn’t to create a detailed plotline; your change story may evolve as the project evolves. A point or two per impact per group will suffice.
    3. As a group, prioritize the most prescient points and capture the results of your whiteboarding to help inform future artifacts.
      • The points developed during this activity should inform both the ad hoc conversations that PMO staff and the sponsor have with stakeholders, as well as formal project artifacts, such as the request, business case, charter, etc.

    When it comes to communicating the narrative, project sponsors make the most compelling storytellers

    Whatever story you develop to communicate the goals and the benefits of the change, ultimately it should be the sponsor who communicates this message to the organization at large.

    Given the competing demands that senior leaders face, the PMO still has a pivotal role to play in helping to plan and facilitate these communications.

    The PMO should help sponsors by providing insights to shape change messaging (refer to the characteristics outlined in the table below for assistance) and by developing a sponsorship action plan (Activity 2.1.4).

    Tips for communicating a change story effectively:
    Identify and appeal to the audience’s unique frames of reference. e.g. “Most of you remember when we…”
    Include concrete, vivid details to help visualize change. e.g. “In the future, when a sales rep visits a customer in Wisconsin, they’ll be able to process a $100,000 order in seconds instead of hours.”
    Connect the past, present, and future with at least one continuous theme. e.g. “These new capabilities reaffirm our long-standing commitment to customers, as well as our philosophy of continuously finding ways to be more responsive to their needs.”

    “[T]he sponsor is the preferred sender of messages related to the business reasons and organizational implications for a particular initiative; therefore, effective sponsorship is crucial in building an awareness of the need for change.

    Sponsorship is also critical in building the desire to participate and support the change with each employee and in reinforcing the change.”

    Prosci

    Base the style of your communications on the organization’s receptiveness to change

    Not all organizations embrace or resist change in the same ways. Base your change communications on your organization’s cultural appetite for change in general.

    Use the below dimensions to gauge your organization’s appetite for change. Analyzing this will help determine the form and force of communications.

    In the next slide, we will base aspects of your sponsorship action plan on whether an organization’s indicator is “high” or “low” across these three dimensions.

    • Organizations with low appetite for change will require more direct, assertive communications.
    • Organizations with a high appetite for change are more suited to more open, participatory approaches.

    Three key dimensions determine the appetite for cultural change (Dimensions taken from Joanna Malgorzata Michalak’s “Cultural Catalysts and Barriers of Organizational Change Management: a Preliminary Overview,” 2010):

    Power Distance Refers to the acceptance that power is distributed unequally throughout the organization. Organizations with a high power distance indicator show that the unequal power distribution is accepted by the less powerful employees.
    Individualism Organizations that score high in individualism have employees who are more independent; those who score low in individualism fall into the collectivism side where employees are strongly tied to one another or their groups.
    Uncertainty Avoidance Describes the level of acceptance that an organization has towards uncertainty. Those who score high in this area find that their employees do not favor “uncertain” situations, while those that score low in this area find that their employees are comfortable with change and uncertainty.

    "Societies with a high indicator of power distance, individualism, and uncertainty avoidance create vital inertial forces against transformation." – Michalak

    Develop a sponsorship action plan

    2.1.4 45 to 60 minutes

    Participants
    • PMO leader
    • PMO staff
    • Project sponsor
    Use the table below to define key tasks and responsibilities for the project sponsor.
    1. Populate the first column with the stakeholder groups from Activity 2.1.3.
    2. With reference to the Sponsor Checklist, brainstorm key sponsorship responsibilities for this project across each of the groups.
    3. When gauging the frequency of each activity and the “Estimated Weekly Effort” required by the sponsor to complete them, consider the organization’s appetite for change.
      • Where indicators across the three dimensions are low, the sponsor’s involvement can be less hands-on and more collaborative in nature.
      • Where indicators across the three dimensions are high, the sponsor’s involvement should be hands-on and direct in her/his communications.
    Group Activity Est. Weekly Effort Comments/Frequency
    Project Team Ad hoc check-in on progress 30 mins Try to be visible at least once a week
    Attend status meetings 30 mins Every second Tuesday, 9 am
    Senior Managers Touch base informally 45 mins Aim for bi-weekly, one-on-one touchpoints
    Lead steering committee meetings 60 mins First Thursday of the month, 3 pm
    End Users Organization-wide emails Ad hoc, 20 mins As required, with PMO assistance

    "To manage change is to tell people what to do... but to lead change is to show people how to be." – Weick & Quinn

    Update the Transition Team Communications Template

    2.1.5 10 minutes

    Participants
    • PMO leader
    • PMO staff
    Input
    • The outcomes of various activities in this step
    Output
    • Key sections of the Transition Team Communications Template completed

    Use Info-Tech’s Transition Team Communications Template to help communicate the outcomes of this step.

    The following activities should be recorded in the template:

    Activity 2.1.2

    In addition, the outcome of Activity 2.1.4, the “Sponsorship Action Plan,” should be converted to a format such as Word and provided to the project sponsor.

    Download Info-Tech’s Transition Team Communications Template.

    "In most work situations, the meaning of a change is likely to be as important, if not more so, than the change itself."

    – Roethlisberger (cited in Burke)

    Step 2.2: Perform an organizational change impact assessment

    Phase 2 - 2.2

    This step will walk you through the following activities:
    • Perform change impact survey.
    • Assess the depth of impacts for different stakeholders and stakeholder groups.
    • Determine overall adoptability of the OCM effort.
    • Establish a game plan for managing individual impacts.
    • Review risks and opportunities.
    • Determine how the value of the change will be measured.
    This step involves the following participants:
    • PMO Director
    • Project sponsor for the pilot OCM project
    • Additional project staff: project managers, business analysts, members of the transition team, etc.
    Outcomes of this step:
    • A change impact analysis.
    • An adoptability rating for the change initiative to help the PMO plan its OCM efforts.
    • A better understanding of the risks and opportunities associated with the change to inform the business case.

    Analyze change impacts across multiple dimensions to ensure that nothing is overlooked

    Ensure that no stone is left unturned as you prepare for a comprehensive transition plan.

    In the previous step, we established a process and some accountabilities to help the PMO and project sponsors make the case for change during the ideation and initiation phase of a project.

    In this step, we will help with the project planning phase by establishing a process for analyzing how the change will impact various dimensions of the business and how to manage these impacts to best ensure stakeholder adoption.

    Brace for Impact…

    A thorough analysis of change impacts will help the PMO:

    • Bypass avoidable problems.
    • Remove non-fixed barriers to success.
    • Acknowledge and minimize the impact of unavoidable barriers.
    • Identify and leverage potential benefits.
    • Measure the success of the change.

    Assign the appropriate accountabilities for impact analysis

    In the absence of an assigned change manager, organizational change impact assessments are typically performed by a business analyst or the project manager assigned to the change initiative.

    • Indeed, as with all change management activities, making an individual accountable for performing this activity and communicating its outcomes is key to the success of your org change initiative.
    • At this stage, the PMO needs to assign or facilitate accountability for the impact analysis on the pilot OCM initiative or it needs to take this accountability on itself.

    Sample RACI for this activity. Define these accountabilities for your organization before proceeding with this step.

    Project Sponsor PMO PM or BA
    Survey impact dimensions I A R
    Analyze impacts across multiple stakeholder groups I A R
    Assess required OCM rigor I A/R C
    Manage individual impacts I A R

    Info-Tech Insight

    Bring perspective to an imperfect view.

    No individual has a comprehensive view of the potential impact of change.

    Impact assessment and analysis is most effective when multiple viewpoints are coordinated using a well-defined list of considerations that cover a wide breadth of dimensions.

    Revisit and refine the impact analysis throughout planning and execution, as challenges to adoption become more clear.

    Perform a change impact analysis to make your planning more complete

    Use Info-Tech’s Organizational Change Management Impact Analysis Tool to weigh all of the factors involved in a change and to formalize discipline around impact analysis.

    Info-Tech’s Organizational Change Management Impact Analysis Tool helps to document the change impact across multiple dimensions, enabling the PMO to review the analysis with others to ensure that the most important impacts are captured. The tool also helps to effectively monitor each impact throughout project execution.

    • Change impact considerations can include: products, services, states, provinces, cultures, time zones, legal jurisdictions, languages, colors, brands, subsidiaries, competitors, departments, jobs, stores, locations, etc.
    • Each of these dimensions is an MECE (Mutually Exclusive, Collectively Exhaustive) list of considerations that could be impacted by the change. For example, a North American retail chain might consider “Time Zones” as a key dimension, which could break down as Newfoundland, Atlantic, Eastern, Central, Mountain, and Pacific.

    Download Info-Tech’s Organizational Change Impact Analysis Tool.

    • Required Participants for this Step: PMO Leader; project manager or business analyst
    • Recommended Participants for this Step: Project Sponsor; IT/PMO staff

    Info-Tech Insight

    Anticipate the unexpected. Impact analysis is the cornerstone of any OCM strategy. By shining a light on considerations that might have otherwise escaped project planners and decision makers, an impact analysis is an essential component to change management and project success.

    Enter high-level project information on the “Set Up” tab

    2.2.1 15 minutes

    The “2. Set Up” tab of the Impact Tool is where you enter project-specific data pertaining to the change initiative.

    The inputs on this tab are used to auto-populate fields and drop-downs on subsequent tabs of the analysis.

    Document the stakeholders (by individual or group) associated with the project who will be subject to the impacts.

    You are allowed up to 15 entries. Try to make this list comprehensive. Missing any key stakeholders will threaten the value of this activity as a whole.

    If you find that you have more than 15 individual stakeholders, you can group individuals into stakeholder groups.

    Keep in mind...

    An impact analysis is not a stakeholder management exercise.

    Impact assessments cover:

    • How the change will affect the organization.
    • How individual impacts might influence the likelihood of adoption.

    Stakeholder management covers:

    • Resistance/objections handling.
    • Engagement strategies to promote adoption.

    We will cover the latter in the next step.

    “As a general principle, project teams should always treat every stakeholder initially as a recipient of change. Every stakeholder management plan should have, as an end goal, to change recipients’ habits or behaviors.”

    PMI, 2015

    Determine the relevant considerations for analyzing the change impacts of a project

    2.2.2 15 to 30 minutes

    Use the survey on tab 3 of the Impact Analysis Tool to determine the dimensions of change that are relevant.

    The impact analysis is fueled by the thirteen-question survey on tab 3 of the tool.

    This survey addresses a comprehensive assortment of change dimensions, ranging from customer-facing considerations, to employee concerns, to resourcing, logistical, and technological questions.

    Once you have determined the dimensions that are impacted by the change, you can go on to assess how individual stakeholders and stakeholder groups are affected by the change.

    This image is a screenshot of tab 3, Impact Survey, of the Impact Analysis Tool.

    Screenshot of tab “3. Impact Survey,” showing the 13-question survey that drives the impact analysis.

    Ideally, the survey should be performed by a group of project stakeholders together. Use the drop-downs in column K to record your responses.

    "A new system will impact roles, responsibilities, and how business is conducted within an organization. A clear understanding of the impact of change allows the business to design a plan and address the different levels of changes accordingly. This approach creates user acceptance and buy-in."

    – January Paulk, Panorama Consulting

    Impacts will be felt differently by different stakeholders and stakeholder groups

    As you assess change impacts, keep in mind that no impact will be felt the same across the organization. Depth of impact can vary depending on the frequency (will the impact be felt daily, weekly, monthly?), the actions necessitated by it (e.g. will it change the way the job is done or is it simply a minor process tweak?), and the anticipated response of the stakeholder (support, resistance, indifference?).

    Use the Organizational Change Depth Scale below to help visualize various depths of impact. The deeper the impact, the tougher the job of managing change will be.

    Procedural Behavioral Interpersonal Vocational Cultural
    Procedural change involves changes to explicit procedures, rules, policies, processes, etc. Behavioral change is similar to procedural change, but goes deeper to involve the changing tacit or unconscious habits. Interpersonal change goes beyond behavioral change to involve changing relationships, teams, locations, reporting structures, and other social interactions. Vocational change requires acquiring new knowledge and skills, and accepting the loss or decline in the value or relevance of previously acquired knowledge and skills. Cultural change goes beyond interpersonal and vocational change to involve changing personal values, social norms, and assumptions about the meaning of good vs. bad or right vs. wrong.
    Example: providing sales reps with mobile access to the CRM application to let them update records from the field. Example: requiring sales reps to use tablets equipped with a custom mobile application for placing orders from the field. Example: migrating sales reps to work 100% remotely. Example: migrating technical support staff to field service and sales support roles. Example: changing the operating model to a more service-based value proposition or focus.

    Determine the depth of each impact for each stakeholder group

    2.2.3 1 to 3 hours

    Tab “4. Impact Analysis” of the Analysis Tool contains the meat of the impact analysis activity.
    1. The “Impact Analysis” tab is made up of thirteen change impact tables (see next slide for a screenshot of one of these tables).
    • You may not need to use all thirteen tables. The number of tables you use coincides with the number of “yes” responses you gave in the previous tab.
    • If you no not need all thirteen impact tables (i.e. if you do not answer “yes” to all thirteen questions in tab 2, the unused/unnecessary tables will not auto-populate.)
  • Use one table per change impact. Each of your “yes” responses from tab 3 will auto-populate at the top of each change impact table. You should go through each of your “yes” responses in turn.
  • Analyze how each impact will affect each stakeholder or stakeholder group touched by the project.
    • Column B in each table will auto-populate with the stakeholder groups from the Set Up tab.
  • Use the drop-downs in columns C, D, and E to rate the frequency of each impact, the actions necessitated by each impact, and the anticipated response of each stakeholder group.
    • Each of the options in these drop-downs is tied to a ranking table that informs the ratings on the two subsequent tabs.
  • If warranted, you can use the “Comments” cells in column F to note the specifics of each impact for each stakeholder/group.
  • See the next slide for an accompanying screenshot of a change impact table from tab 4 of the Analysis Tool.

    Screenshot of “Impact Analysis” tab

    The image is a screenshot of the Impact Analysis tab.

    The stakeholder groups entered on the Set Up will auto-populate in column B of each table.

    Your “yes” responses from the survey tab will auto-populate in the cells to the right of the “Change Impact” cells.

    Use the drop-downs in this column to select how often the impact will be felt for each group (e.g. daily, weekly, periodically, one time, or never).

    “Actions” include “change to core job duties,” “change to how time is spent,” “confirm awareness of change,” etc.

    Use the drop-downs to hypothesize what the stakeholder response might be. For now, for the purpose of the impact analysis, a guess is fine. We will come back to build a communications plan based on actual responses in Phase 3 of this blueprint.

    Review your overall impact rating to help assess the likelihood of change adoption

    Use the “Overall Impact Rating” on tab 5 to help right-size your OCM efforts.

    Based upon your assessment of each individual impact, the Analysis Tool will provide you with an “Overall Impact Rating” in tab 5.

    • This rating is an aggregate of each of the individual change impact tables used during the analysis, and the rankings assigned to each stakeholder group across the frequency, required actions, and anticipated response columns.

    The image is a screenshot of tab 5, the Overall Process Adoption Rating. The image shows a semi-circle, where the left-most section is red, the centre yellow, and the right-most section green, with a dial positioned at the right edge of the yellow section.

    Projects in the red should have maximum change governance, applying a full suite of OCM tools and templates, as well as revisiting the impact analysis exercise regularly to help monitor progress.

    Increased communication and training efforts, as well as cross-functional partnerships, will also be key for success.

    Projects in the yellow also require a high level of change governance. Follow the steps and activities in this blueprint closely, paying close attention to the stakeholder engagement activities in the next step to help sway resistors and leverage change champions.

    In order to free up resources for those OCM initiatives that require more discipline, projects in green can ease up in their OCM efforts somewhat. With a high likelihood of adoption as is, stakeholder engagement and communication efforts can be minimized somewhat for these projects, so long as the PMO is in regular contact with key stakeholders.

    "All change is personal. Each person typically asks: 'What’s in it for me?'" – William T. Craddock

    Use the other outputs on tab 5 to help structure your OCM efforts

    In addition to the overall impact rating, tab 5 has other outputs that will help you assess specific impacts and how the overall change will be received by stakeholders.

    The image is a screenshot of tab 5.

    Top-Five Highest Risk Impacts table: This table displays the highest risk impacts based on frequency and action inputs on Tab 4.

    Top-Five Most Impacted Stakeholders table: Here you’ll find the stakeholders, ranked again based on frequency and action, who will be most impacted by the proposed changes.

    Top Five Supporters table: These are the 5 stakeholders most likely to support changes, based on the Anticipated Response column on Tab 4.

    The stakeholder groups entered on the Set Up Tab will auto-populate in column B of each table.

    In addition to these outputs, this tab also lists top five change resistors, and has an impact register and list of potential impacts to watch out for (i.e. your “maybe” responses from tab 3).

    Establish a game plan to manage individual change impacts

    2.2.4 60 to 90 minutes

    The final tab of the Analysis Tool can be used to help track and monitor individual change impacts.
    • Use the “Communications Plan” on tab 7 to come up with a high-level game plan for tracking communications about each change with the corresponding stakeholders.
    • Update and manage this tab as the communication events occur to help keep your implementation on track.

    The image is a screenshot of the Communications Plan, located on tab 7 of the Analysis Tool. There are notes emerging from each of the table headings, as follows: Communication Topic - Select from a list of topics identified on Tab 6 that are central to successful change, then answer the following; Audience/Format/Delivery - Which stakeholders need to be involved in this change? How are we going to meet with them?; Creator - Who is responsible for creating the change?; Communicator - Who is responsible for communicating the change to the stakeholder?; Intended Outcome - Why do you need to communicate with this stakeholder?; Level of Risk - What is the likelihood that you can achieve your attended outcome? And what happens if you don’t?

    Document the risk assumptions stemming from your impact analysis

    2.2.5 30 to 60 minutes

    Use the Analysis Tool to produce a set of key risks that need to be identified, communicated, mitigated, and tracked.

    A proper risk analysis often reveals risks and mitigations that are more important to other people in the organization than those managing the change. Failure to do a risk analysis on other people’s behalf can be viewed as negligence.

    In the table below, document the risks related to the assumptions being made about the upcoming change. What are the risks that your assumptions are wrong? Can steps be taken to avoid these risks?

    Risk Assumption Magnitude if Assumption Wrong Likelihood That Assumption Is Wrong Mitigation Strategy Assessment
    e.g. Customers will accept shipping fees for overweight items > 10 pounds Low High It's a percentage of our business, and usually accompanies a sharply discounted product. We need to extend discretionary discounting on shipping to supervisory staff to mitigate the risk of lost business. Re-assess after each quarter.

    "One strategy to minimize the impact is to determine the right implementation pace, which will vary depending on the size of the company and the complexity of the project" – Chirantan Basu

    Record any opportunities pertaining to the upcoming change

    2.2.6 30 to 60 minutes

    Use the change impacts to identify opportunities to improve the outcome of the change.

    Use the table below to brainstorm the business opportunities arising from your change initiative. Consider if the PMO can take steps to help improve the outcomes either through supporting the project execution or through providing support to the business.

    Opportunity Assumption Potential Value Likelihood That Assumption Is Wrong Leverage Strategy Assessment
    e.g. Customer satisfaction can increase as delivery time frames for the remaining custom products radically shrink and services extend greatly. High Medium Reset the expectations of this market segment so that they go from being surprised by good service to expecting it. Our competitors will not be able to react to this.

    Info-Tech Insight

    The bigger the change, the bigger the opportunity. Project and change management has traditionally focused on a defensive posture because organizations so often fail to mitigate risk. Good change managers also watch for opportunities to improve and exploit the outcomes of the change.

    Determine how to measure the value of the change

    2.2.7 15 to 30 minutes

    Describe the metrics that will be used to assess the management of this change.

    Now that you’ve assessed the impacts of the change, and the accompanying risks and opportunities, use the table below to document metrics that can be used to help assess the management of the change.

    • Don’t rely on the underlying project to determine the value of the change itself: It’s important to recognize the difference between change management and project management, and the establishment of value metrics is an obvious source of this differentiation.
    • For example, consider a project that is introducing a new method of remitting travel expenses for reimbursement.
      • The project itself would be justified on the efficiency of the new process.
      • The value of the change itself could be measured by the number of help desk calls looking for the new form, documentation, etc.
    Metric Calculation How to Collect Who to Report to Frequency
    Price overrides for new shipping costs It is entered as a line item on invoices, so it can be calculated as % of shipping fees discounted. Custom report from CRM (already developed). Project Steering Committee Project Steering Committee

    Document risks and other impact analysis considerations in the business case

    2.2.8 10 minutes

    Participants
    • PMO leader
    • Project Manager
    Input
    • The risks and issues identified through the impact analysis.
    Output
    • Comprehensive list of risks documented in the business case.
    Use the outcomes of the activities in this step to help inform your business case as well as any other risk management artifacts that your project managers may use.
    • Because long-term project success depends upon stakeholder adoption, high-risk impacts should be documented as considerations in the risk section of your business case.
    • In addition, the “Overall Impact Rating” graph and the “Impact Management Worksheet” could be used to help improve business cases as well as charters on some projects.

    If your organization doesn’t have a standard business case document, use one of Info-Tech’s templates. We have two templates to choose from, depending on the size of the project and the amount of rigor required:

    Download Info-Tech’s Comprehensive Business Case Template for large, complex projects or our Fast Track Business Case Template for smaller ones.

    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 Create a convincing sponsor-driven story to help build the case for change

    Work with an analyst to exercise your storytelling muscles, building out a process to help make the case for change throughout the organization.

    2.1.4 Develop a sponsorship action plan

    Utilize analyst experience to help develop a sponsorship action plan to help facilitate more engaged change project sponsors.

    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:

    2.2.3 Assess different change impacts across various stakeholder groups

    Get an analyst perspective on how each impact may affect different stakeholders in order to assist with the project and OCM planning process.

    2.2.4 Develop a proactive change impact management plan

    Rightsize your response to change impacts by developing a game plan to mitigate each one according to adoption likelihood.

    2.2.5 Use the results of the impact analysis to inform and improve the business case for the project

    Work with the analyst to translate the risks and opportunities identified during the impact analysis into points of consideration to help inform and improve the business case for the project.

    Phase 3

    Facilitate Change Adoption Throughout the Organization

    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: Facilitate Change Adoption Throughout the Organization

    Proposed Time to Completion (in weeks): 4 to 6 weeks

    Step 3.1: Ensure stakeholders are engaged and ready for change

    Discuss these issues with analyst:

    • Lack of alignment between IT and the business.
    • Organizational resistance to a command-and-control approach to change.

    Then complete these activities…

    • Develop a stakeholder engagement plan.

    With these tools & templates:

    • Stakeholder Engagement Workbook
    Step 3.2: Develop and execute the transition plan

    Discuss these issues with analyst:

    • Org change initiatives often fail due to the influence of resistors.
    • Failure to elicit feedback contributes to the feeling of a change being imposed.

    Then complete these activities…

    • Develop a communications strategy to address a variety of stakeholder reactions to change.

    With these tools & templates:

    • Transition Plan Template
    • Activity 3.2.7: “Objections Handling Template”
    Step 3.3: Establish HR and training plans

    Discuss these issues with analyst:

    • Training is often viewed as ineffective, contributing to change resistance rather than fostering adoption.

    Then complete these activities…

    • Rightsize training content based on project requirements and stakeholder sentiment.

    With these tools & templates:

    • “Training Requirements” tab in the Stakeholder Engagement Workbook
    • “Training Plan” section of the Transition Plan Template

    Step 3.1: Ensure stakeholders are engaged and ready for change

    Phase 3 - 3.1

    This step will walk you through the following activities:
    • Involve the right stakeholders in the change.
    • Define project roles and responsibilities.
    • Define elicitation methods for obtaining stakeholder input.
    • Perform a stakeholder analysis to assess influence, interest, and potential contribution.
    • Assess communications plan requirements.
    This step involves the following participants:
    • Required: PMO Director; project manager or business analyst
    • Recommended: Project Sponsor; the Transition Team; other IT/PMO staff
    Outcomes of this step
    • A stakeholder analysis.
    • Requirements for the communications plan.

    The nature of change is changing

    The challenge of managing change is complicated by forces that are changing change.

    Empowerment: Increased worker mobility, effect of millennials in the workforce, and lower average tenure means that people are less tolerant of a hierarchical, command-and-control approach to change.

    • Additionally, lower average tenure means you can’t assume everyone has the same context or background for change (e.g. they might not have been with the organization for earlier phases when project justification/rationale was established).

    Noise: Inundation with communications and diversity of channels means the traditional “broadcast” approach to communicating change doesn’t work (i.e. you can’t expect every email to get everyone’s attention).

    As a result, disciplines around organizational change tend to be less linear and deliberate than they were in the past.

    "People don’t resist change. They resist being changed."

    Peter Senge

    How to manage change in organizations of today and the future:

    • New realities require a more collaborative, engaging, open, and agile approach to change.
    • Communication is increasingly more of a two-way, ongoing, iterative engagement process.
    • Project leaders on change initiatives need to engage diverse audiences early and often.
    • Information about change needs to reach people and be easily findable where and when stakeholders need it.
    Info-Tech Insight

    Accountabilities for change management are still required. While change management needs to adopt more collaborative and organic approaches, org change success still depends on assigning appropriate accountabilities. What’s changed in the move to matrix structure is that accountabilities need to be facilitated more collaboratively.

    Leading change requires collaboration to ensure people, process, and technology factors are aligned

    In the absence of otherwise defined change leadership, the PMO needs to help navigate every technology-enabled change, even if it isn’t in the “driver’s seat.”

    PMO leaders and IT experts often find themselves asked to help implement or troubleshoot technology-related business projects that are already in flight.

    The PMO will end up with perceived or de facto responsibility for inadequate planning, communications, and training around technology-enabled change.

    IT-Led Projects

    Projects led by the IT PMO tend to be more vulnerable to underestimating the impact on people and processes on the business side.

    Make sure you engage stakeholders and representatives (e.g. “power users”) from user populations early enough to refine and validate your impact assessments.

    Business-Led Projects

    Projects led by people on the business side tend to be more vulnerable to underestimating the implications of technology changes.

    Make sure IT is involved early enough to identify and prepare for challenges and opportunities involving integration, user training, etc.

    "A major impediment to more successful software development projects is a corporate culture that results in a lack of collaboration because business executives view the IT departments as "order takers," a view disputed by IT leaders."

    – David Ramel (cited by Ben Linders)

    Foster change collaboration by initiating a stakeholder engagement plan through the PMO

    If project stakeholders aren’t on board, the organization’s change initiatives will be in serious trouble.

    Stakeholders will not only be highly involved in the process improvement initiative, but they also may be participants, so it’s essential that you get their buy-in for the initiative upfront.

    Use Info-Tech’s Stakeholder Engagement Workbook to help plan how stakeholders rate in terms of engagement with the project.

    Once you have identified where different stakeholders fall in terms of interests, influence, and support for/engagement with the change initiative, you can structure your communication plan (to be developed in step 3.2) based on where individuals and stakeholder groups fall.

    • Required participants for the activities in this step: PMO Leader; project manager or business analyst
    • Recommended participants for the activities in this step: Project Sponsor; IT/PMO staff

    Download Info-Tech’s Stakeholder Engagement Workbook.

    The engagement plan is a structured and documented approach for:

    • Gathering requirements by eliciting input and validating plans for change.
    • Cultivating sponsorship and support from key stakeholders early in the project lifecycle.

    Download Info-Tech’s Stakeholder Engagement Workbook.

    Involve the right people to drive and facilitate change

    Refer to your project level assessment from 1.2.2:

    • Level 1 projects tend to only require involvement from the project team, sponsors, and people affected.
    • Level 2 projects often benefit from broad support and capabilities in order to take advantage of opportunities.
    • Level 3 projects require broad support and capabilities in order to deal with risks and barriers.

    Info-Tech Insight

    The more transformational the change, the more it will affect the org chart – not just after the implementation, but also 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.

    • Project manager: Has primary accountability for project success.
    • Senior executive project sponsor: Needed to “open doors” and signal organization’s commitment to the change.
    • Technology SMEs and architects: Responsible for determining and communicating requirements and risks of the technology being implemented or changed.
    • 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. change requires staff redeployment, 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 the RACI table on the next slide to clarify who will be accountable, responsible, consulted, and informed for key tasks and activities around this change initiative.

    Define roles and responsibilities for facilitating change on your pilot OCM initiative

    3.1.1 60 minutes

    Perform a RACI exercise pertaining to your pilot change initiative to clarify who to include in the stakeholder engagement activity.

    Don’t reinvent the wheel: revisit the list of stakeholders and stakeholder groups from your impact assessment. The purpose of the RACI is to bring some clarity to project-specific responsibilities.

    Tasks PMO Project Manager Sr. Executives Technology SME Business Lead Process Owner HR Trainers Communications
    Meeting project objectives A R A R R
    Identifying risks and opportunities A R A C C C C I I
    Building the action plan A R C R R R R R R
    Planning and delivering communications A R C C C C C R A
    Planning and delivering training A R C C C C R A C
    Gathering and analyzing feedback and KPIs A R C C C C C R R

    Copy the results of this RACI exercise into tab 1 of the Stakeholder Engagement Workbook. In addition, it can be used to inform the designated RACI section in the Transition Plan Template. Revise the RACI Table there as needed.

    Formalize the stakeholder analysis to identify change champions and blockers

    Define key stakeholders (or stakeholder groups) who are affected by the project or are in positions to enable or block change.

    • Remember to consider customers, partners, and other external stakeholders.
    • People best positioned to provide insight and influence change positively are also best positioned to create resistance.
    • These people should be engaged early and often in the transition process – not just to make them feel included or part of the change, but because their insight could very likely identify risks, barriers, and opportunities that need to be addressed.

    The image is a screenshot of tab 3 of the Stakeholder Engagement Workbook.

    In tab three of the Stakeholder Engagement Workbook, compile the list of stakeholders who are touched by the change and whose adoption of the change will be key to project success.

    To save time, you can copy and paste your stakeholder list from the Set Up tab of the Organizational Change Management Impact Analysis Tool into the table below and edit the list as needed.

    Formal stakeholder analysis should be:

    • Required for Level 3 projects
    • Recommended for Level 2 projects
    • Optional for Level 1 projects

    Info-Tech Insight

    Resistance is, in many cases, avoidable. Resistance is commonly provided by people who are upset about not being involved in the communication. Missed opportunities are the same: they usually could have been avoided easily had somebody known in time. Use the steps ahead as an opportunity to ensure no one has been missed.

    Perform a stakeholder analysis to begin cultivating support while eliciting requirements

    3.1.2 60 minutes

    Use tab 4 of the Stakeholder Engagement Workbook to systematically assess each stakeholder's influence, interest, and potential contribution to the project as well as to develop plans for engaging each stakeholder or stakeholder group.

    The image is a screencapture of tab 4 of the Stakeholder Engagement Workbook.

    Use the drop-downs to select stakeholders and stakeholder groups. These will automatically populate based on your inputs in tab 3.

    Rate each stakeholder on a scale of 1 to 10 in terms of her/his influence in the organization. Not only do these rankings feed the stakeholder map that gets generated on the next slide, but they will help you identify change champions and resistors with influence.

    Similar to the ranking under “Influence,” rate the “Interest” and “Potential Contribution” to help identify stakeholder engagement.

    Document how you will engage each stakeholder and stakeholder group and document how soon you should communicate with them concerning the change. See the following slides for advice on eliciting change input.

    Use the elicitation methods on the following slides to engage stakeholders and gather change requirements.

    Elicitation methods – Observation

    Method Description Assessment and Best Practices Stakeholder Effort BA/PMO 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 that 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 business analysts 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 business analyst 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.

    Elicitation methods – Surveys

    Method Description Assessment and Best Practices Stakeholder Effort BA/PMO 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 that are 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 a 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. Medium 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 business analyst.

    Elicitation methods – Interviews

    Method Description Assessment and Best Practices Stakeholder Effort BA/PMO 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 take 30 minutes or less to complete. 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 dialogue and allow the participants to speak openly. They should take 60 minutes or less to complete. 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).

    Elicitation methods – Focus Groups

    Method Description Assessment and Best Practices Stakeholder Effort BA/PMO 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 (the tendency to converge on a single POV). Medium Medium

    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.

    "Each person has a learning curve. Take the time to assess staff individually as some don’t adjust to change as well as others. Some never will." – CEO, Manufacturing Firm

    Refine your stakeholder analysis through the input elicitation process

    3.1.3 30 minutes

    Review all of these elicitation methods as you go through the workbook as a group. Be sure to document and discuss any other elicitation methods that might be specific to your organization.

    1. Schedule dates and a specific agenda for performing stakeholder elicitation activities.
    • If scheduling more formal methods such as a structured interview or survey, take the time to develop some talking points and questions (see the questionnaire and survey templates in the next step for examples).
  • Assign accountabilities for performing the elicitation exercises and set dates for updating the PMO on the results of these stakeholder elicitations.
  • As curator of the workbook, the PMO will need to refine the stakeholder data in tab 4 of the tool to get a more accurate stakeholder map on the next tab of the workbook.
  • Elicitation method Target stakeholder group(s) PMO staff responsible for eliciting input Next update to PMO
    One-on-one structured interview HR and Sales Karla Molina August 1

    Info-Tech Insight

    Engagement paves the way for smoother communications. The “engagement” approach (rather than simply “communication”) turns stakeholders and users into advocates who help boost your message, sustain change, and realize benefits without constant, direct intervention.

    Develop a stakeholder engagement strategy based on the output of your analysis

    Use the stakeholder map on tab 5 of the Workbook to inform your communications strategy and transition plan.

    Tab 5 of the Workbook provides an output – a stakeholder map – based on your inputs in the previous tab. Use the stakeholder map to inform your communications requirements considerations in the next tab of the workbook as well as your transition plan in the next step.

    The image is a screencapture of tab 5 of the Stakeholder Engagement Workbook.

    This is a screenshot of the “Stakeholder Analysis” from tab 5 of the Workbook. The four quadrants of the map are:

    • Engage (High Interest/High Influence)
    • Communicate – High Level (High Interest/Low Influence)
    • Passive (Low Interest/Low Influence)
    • Communicate – Low Level (Low Interest/High Influence)
    How to interpret each quadrant on the map:

    Top Quadrants: Supporters

    1. Engage: Capitalize on champions to drive the project/change.
    2. Communicate (high level): Leverage this group where possible to help socialize the program and to help encourage dissenters to support.

    Bottom Quadrant: Blockers

    1. Passive: Focus on increasing these stakeholders’ level of support.
    2. Communicate (low level): Pick your battles – focus on your noise makers first and then move on to your blockers.

    Document communications plan requirements based on results of engagement and elicitation

    3.1.4 60 minutes

    The image is a screencapture of the Communications Requirements tab in the Stakeholder Engagement Workbook

    Use the Communications Requirements tab in the Stakeholder Engagement Workbook.

    Do this as a 1–2 hour project team planning session.

    The table will automatically generate a list of stakeholders based on your stakeholder analysis.

    Update the assumptions that you made about the impact of the change in the Impact Analysis with results of stakeholder engagement and elicitation activities.

    Use the table on this tab to refine these assumptions as needed before solidifying your communications plan.

    Define the action required from each stakeholder or stakeholder group (if any) for change to be successful.

    Continually refine messages and methods for communicating with each stakeholder and stakeholder group.

    Note words that work well and words that don’t. For example, some buzzwords might have negative connotations from previous failed initiatives.

    Designate who is responsible for developing and honing the communications plan (see details in the following section on developing the transition plan).

    Step 3.2: Develop and execute the transition plan

    Phase 3 - 3.2

    This step will walk you through the following activities:
    • Create a communications timeline.
    • Establish communications strategy for stakeholder groups.
    • Determine communication delivery methods.
    • Define the feedback and evaluation process.
    • Assess the full range of support and resistance to change.
    • Prepare objections handling process.
    This step involves the following participants:
    • PMO Director
    • Transition Team
    • Project managers
    • Business analyst
    • Project Sponsor
    • Additional IT/PMO staff
    Outcomes of this step
    • A communications strategy
    • A stakeholder feedback process
    • An objections handling strategy
    • A transition plan

    Effective change requires strategic communications and rightsized training plans

    Develop and execute a transition plan through the PMO to ensure long-term adoption.

    In this step we will develop and introduce a plan to manage change around your project.

    After completing this section you will have a realistic, effective, and adaptable transition plan that includes:

    • Clarity around leadership and vision.
    • Well-defined plans for targeting unique groups with specific messages.
    • Resistance and contingency plans.
    • Templates for gathering feedback and evaluating success.

    These activities will enable you to:

    • Execute the transition in coordination with the timeline and structure of the core project.
    • Communicate the action plan and vision for change.
    • Target specific stakeholder and user groups with unique messages.
    • Deal with risks, resistance, and contingencies.
    • Evaluate success through feedback and metrics.

    "Everyone loves change: take what you know and replace it with a promise. Then overlay that promise with the memory of accumulated missed efforts, half-baked attempts, and roads of abandoned promises."

    Toby Elwin

    Assemble the core transition team to help execute this step

    Once the stakeholder engagement step has been completed, the PMO needs to facilitate the involvement of the transition team to help carry out transition planning and communications strategies.

    You should have already sketched out a core transition team in step 1.2.6 of this blueprint. As with all org change activities, ensuring that individuals are made accountable for the execution of the following activities will be key for the long-term success of your change initiative.

    • At this stage, the PMO needs to ensure the involvement of the transition team to participate in the following activities – or the PMO will need to take on the transition planning and communication responsibilities itself.

    Refer to the team structure examples from Activity 1.2.6 of this blueprint if you are still finalizing your transition team.

    Download Info-Tech’s Transition Plan Template to help capture and record the outcomes of the activities in this step.

    Create a high-level communications timeline

    3.2.1 30 minutes

    By now the project sponsor, project manager, and business analysts (or equivalent) should have defined project timelines, requirements, and other key details. Use these to start your communications planning process.

    If your members of the transition team are also part of the core project team, meet with them to elicit the project timeline and requirements.

    Project Milestone Milestone Time Frame Communications Activities Activity Timing Notes
    Business Case Approval
    • Key stakeholder communications
    Pilot Go-Live
    • Pilot launch activity communications
    • Org-wide status communications
    Full Rollout Approval
    • Key stakeholder communications
    Full Rollout
    • Full rollout activity communications
    • Org-wide status communications
    Benefits Assessment
    • Key stakeholder communications
    • Org-wide status communications

    Info-Tech Insight

    Communicate, communicate, communicate.

    Staff are 34% more likely to adapt to change quickly during the implementation and adoption phases when they are provided with a timeline of impending changes specific to their department. (Source: McLean & Company)

    Schedule time to climb out of the “Valley of Despair”

    Many change initiatives fail when leaders give up at the first sign of resistance.

    OCM experts use terms like “Valley of Despair” to describe temporary drops in support and morale that inevitably occur with any significant change. Don’t let these temporary drops derail your change efforts.

    Anticipate setbacks and make sure the project plan accommodates the time and energy required to sustain and reinforce the initiative as people move through stages of resistance.

    The image is a line graph. Segments of the line are labelled with numbers. The beginning of the line is labelled with 1; the descending segment of the line labelled 2; the lowest point is labelled 3; the ascending section is labelled 4; and the end of the graph is labelled 5.

    Based on Don Kelley and Daryl Conner’s Emotional Cycle of Change.

    Identify critical points in the change curve:

    1. Honeymoon of “Uninformed Optimism”: There is usually tentative support and even enthusiasm for change before people have really felt or understood what it involves.
    2. Backlash of “Informed Pessimism” (leading to “Valley of Despair”): As change approaches or begins, people realize they’ve overestimated the benefits (or the speed at which benefits will be achieved) and underestimated the difficulty of change.
    3. Valley of Despair and beginning of “Hopeful Realism”: Eventually, sentiment bottoms out and people begin to accept the difficulty (or inevitability) of change.
    4. Bounce of “Informed Optimism”: People become more optimistic and supportive when they begin to see bright spots and early successes.
    5. Contentment of “Completion”: Change has been successfully adopted and benefits are being realized.

    Tailor a communications strategy for each stakeholder group

    Leveraging the stakeholder analyses you’ve already performed in steps 2.2 and 3.1, customize your communications strategy for the individual stakeholder groups.

    Think about where each of the groups falls within the Organizational Change Depth Scale (below) to determine the type of communications approach required. Don’t forget: the deeper the change, the tougher the job of managing change will be.

    Procedural Behavioral Interpersonal Vocational Cultural

    Position

    • Changing procedures requires clear explanation of what has changed and what people must do differently.
    • Avoid making people think wherever possible. Provide procedural instructions when and where people need them to ensure they remember.

    Incentivize

    • Changing behaviors requires breaking old habits and establishing new ones by adjusting the contexts in which people work.
    • Consider a range of both formal and informal incentives and disincentives, including objective rewards, contextual nudges, cues, and informal recognition

    Empathize

    • Changing people’s relationships (without damaging morale) requires showing empathy for disrupting what is often a significant source of their well-being.
    • Show that efforts have been made to mitigate disruption, and sacrifice is shared by leadership.

    Educate

    • Changing people’s roles requires providing ways to acquire knowledge and skills they need to learn and succeed.
    • Consider a range of learning options that includes both formal training (external or internal) and ongoing self-directed learning.

    Inspire

    • Changing values and norms in the organization (i.e. what type of things are seen as “good” or “normal”) requires deep disruption and persistence.
    • Think beyond incentives; change the vocabularies in which incentives are presented.

    Base your communications approaches on our Organizational Change Depth Scale

    Use the below “change chakras” as a quick guide for structuring your change messages.

    The image is a human, with specific areas of the body highlighted, with notes emerging from them. Above the head is a cloud, labelled Cultural Change/Inspire-Shape ideas and aspirations. The head is the next highlighted element, with notes reading Vocational Change/Educate-Develop their knowledge and skills. The heart is the next area, labelled with Interpersonal Change/Empathize-Appeal to their hearts. The stomach is pictured, with the notes Behavioral Change/Incentivize-Appeal to their appetites and instincts. The final section are the legs, with notes reading Procedural Change/Position-Provide clear direction and let people know where and when they’re needed.

    Categorize stakeholder groups in terms of communications requirements

    3.2.2 30 minutes

    Use the table below to document where your various stakeholder groups fall within the depth scale.
    Depth Levels Stakeholder Groups Tactics
    Procedural Position: Provide explanation of what exactly has changed and specific procedural instructions of what exactly people must do differently to ensure they remember to make adjustments as effortlessly as possible.
    Behavioral Incentivize: Break old habits and establish new ones by adjusting the context of formal and informal incentives (including objective rewards, contextual nudges, cues, and informal recognition).
    Interpersonal Empathize: Offer genuine recognition and support for disruptions of personal networks (a significant source of personal well-being) that may result from changing work relationships. Show how leadership shares the burden of such sacrifices.
    Vocational Educate: Provide a range of learning options (formal and self-directed) to provide the knowledge and skills people need to learn and succeed in changed roles.
    Cultural Inspire: Frame incentives in a vocabulary that reflects any shift in what types of things are seen as “good” or “normal” in the organization.

    The deeper the impact, the more complex the communication strategy

    Interposal, vocational, and cultural changes each require more nuanced approaches when communicating with stakeholders.

    Straightforward → Complex

    When managing interpersonal, vocational, or cultural changes, you will be required to incorporate more inspirational messaging and gestures of empathy than you typically might in a business communication.

    Communications that require an appeal to people’s emotions can be, of course, very powerful, but they are difficult to craft. As a result, oftentimes messages that are meant to inspire do the exact opposite, coming across as farfetched or meaningless platitudes, rather than evocative and actionable calls to change.

    Refer to the tactics below for assistance when crafting more complex change communications that require an appeal to people’s emotions and imaginations.

    • Tell a story. 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. This helps people act appropriately without being explicitly told what to do.
    • Appeal to both emotion and reason. Make people want to be part of the change.
    • Balance abstract ideas with concrete facts. Writers call this “moving up and down the ladder of abstraction.” 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.
    • Be concise. Make your messages easy to communicate and remember in any situation.

    "Instead of resisting any emotion, the best way to dispel it is to enter it fully, embrace it and see through your resistance."

    Deepak Chopra

    Fine-tune change communications for each stakeholder or audience

    3.2.3 60 to 90 minutes

    Use Info-Tech’s “Message Canvas” (see next slide) to help rationalize and elaborate the change vision for each group.

    Build upon the more high-level change story that you developed in step 1.1 by giving more specificity to the change for specific stakeholder groups.

    Questions to address in your communication strategy include: How will the change benefit the organization and its people? How have we confirmed there is a need for change? What would happen if we didn’t change? How will the change leverage existing strengths – what will stay the same? How will we know when we get to the desired state?

    Remember these guidelines to help your messages resonate:

    • People are busy and easily distracted. Tell people what they really need to know first, before you lose their attention.
    • Repetition is good. Remember the Aristotelian triptych: “Tell them what you’re going to tell them, then tell them, then tell them what you told them.”
    • Don’t use technical terms, jargon, or acronyms. Different groups in organizations tend to develop specialized vocabularies. Everybody grows so accustomed to using acronyms and jargon every day that it becomes difficult to notice how strange it sounds to outsiders. This is especially important when IT communicates with non-technical audiences. Don’t alienate your audience by talking at them in a strange language.
    • Test your message. Run focus groups or deliver communications to a test audience (which could be as simple as asking 2–3 people to read a draft) before delivering messages more broadly.

    Info-Tech Insight

    Change thy language, change thyself.

    Jargon, acronyms, and technical terms represent deeply entrenched cultural habits and assumptions.

    Continuing to use jargon or acronyms after a transition tends to drag people back to old ways of thinking and working.

    You don’t need to invent a new batch of buzzwords for every change (nor should you), but every change is an opportunity to listen for words and phrases that have lost their meaning through overuse and abuse.

    3.2.3 continued - Example “Message Canvas”

    The image is a screencapture of tab 6 of the Organizational Change Impact Analysis Tool, which is a message canvas

    If there are multiple messages or impacts that need to be communicated to a single group or audience, you may need to do multiple Message Canvases per group. Refer back to your Stakeholder Engagement Workbook to help inform the stakeholder groups and messages that this activity should address.

    Go to tab 6 of the Organizational Change Impact Analysis Toolfor multiple message canvas template boxes that you can use. These messages can then help inform your communication plan on tab 7 of that tool.

    Determine methods for communications delivery

    Review your options for communicating your change. This slide covers traditional methods of communication, while the following slides cover some options for multimedia mass-communications.

    Method Best Practices
    Email Email announcements are necessary for every organizational change initiative but are never sufficient. Treat email as a formalizing medium, not a medium of effective communication when organizational change is concerned. Use email to invite people to in-person meetings, make announcements across teams and geographical areas at the same time, and share formal details.
    Team Meeting Team meetings help sell change. Body language and other in-person cues are invaluable when trying to influence people. Team meetings also provide an opportunity to gauge a group’s response to an announcement and gives the audience an opportunity to ask questions and get clarification.
    One-on-One One-on-ones are more effective than team meetings in their power to influence and gauge individual responses, but aren’t feasible for large numbers of stakeholders. Use one-on-ones selectively: identify key stakeholders and influencers who are most able to either advocate change on your behalf or provide feedback (or both).
    Internal Site / Repository Internal sites and repositories help sustain change by making knowledge available after the implementation. People don’t retain information very well when it isn’t relevant to them. Much of their training will be forgotten if they don’t apply that knowledge for several weeks or months. Use internal sites and repositories for how-to guides and standard operating procedures.

    Review multimedia communication methods for reaching wider audiences in the organization

    Method Best Practices
    User Interfaces User interface (UI) design is overlooked as a communication method. Often a simple UI refinement with the clearer prompts or warnings is more effective and efficient than additional training and repeated email reminders.
    Social Media Social media is widely and deeply embraced by people publicly, and is increasingly useful within organizations. Look for ways to leverage existing internal social tools. Avoid trying to introduce new social channels to communicate change unless social transformation is within the scope of the core project’s goals; the social tool itself might become as much of an organizational change management challenge as the original project.
    Posters & Marketing Collateral Posters and other marketing collateral are common communication tools in retail and hospitality industries that change managers in other industries often don’t think of. Making key messages a vivid, visual part of people’s everyday environment is a very effective way to communicate. On the down side, marketing collateral requires professional design skills and can be costly to create. Professional copywriting is also advisable to ensure your message resonates.
    Video Videos are well worth the cost to produce when the change is transformational in nature, as in cultural changes. Videos are useful for both communicating the vision and as part of the training plan.

    Document communication methods and build the Communications Delivery Plan

    3.2.4 30 minutes

    1. Determine when communications need to be delivered for each stakeholder group.
    2. Select the most appropriate delivery methods for each group and for each message.
    • Meetings and presentations
    • Email/broadcast
    • Intranet and other internal channels (e.g. internal social network)
    • Open houses and workshops
  • Designate who will deliver the messages.
  • Develop plans to follow up for feedback and evaluation (Step 3.2.5).
  • The image is a screenshot of the Stakeholder/Audience section of the Transition Plan Template.

    This is a screenshot from the “Stakeholder/Audience” section of Info-Tech’s Transition Plan Template. Use the template to document your communication strategy for each audience and your delivery plan.

    "The role of project communication is to inspire, instigate, inform or educate and ultimately lead to a desired action. Project communication is not a well presented collection of words; rather it is something that propels a series of actions."

    Sidharth Thakur

    Info-Tech Insight

    Repetition is crucial. People need to be exposed to a message 7 times before it sticks. Using a variety of delivery formats helps ensure people will notice and remember key messages. Mix things up to keep employees engaged and looking forward to the next update.

    Define the feedback and evaluation process to ensure an agile response to resistance

    3.2.5 46 to 60 minutes

    1. Designate where/when on the roadmap the project team will proactively evaluate progress/success and elicit feedback in order to identify emerging challenges and opportunities.
    2. Create checklists to review at key milestones to ensure plans are being executed. Review…
    • Key project implementation milestones (i.e. confirm successful deployment/installation).
    • Quick wins identified in the impact analysis and determined in the transition plan (see the following slides for advice in leveraging quick wins).
  • Ensure there is immediate follow-up on communications and training:
    • Confirm understanding and acceptance of vision and action plan – utilize surveys and questionnaires to elicit feedback.
    • Validate people’s acquisition of required knowledge and skills.
    • Identify emerging/unforeseen challenges and opportunities.
  • "While creating and administering a survey represent(s) additional time and cost to the project, there are a number of benefits to be considered: 1) Collecting this information forces regular and systematic review of the project as it is perceived by the impacted organizations, 2) As the survey is used from project to project it can be improved and reused, 3) The survey can quickly collect feedback from a large part of the organization, increasing the visibility of the project and reducing unanticipated or unwelcome reactions."

    – Claire Schwartz

    Use the survey and questionnaire templates on the following two slides for assistance in eliciting feedback. Record the evaluation and feedback gathering process in the Transition Plan Template.

    Sample stakeholder questionnaire

    Use email to distribute a questionnaire (such as the example below) to project stakeholders to elicit feedback.

    In addition to receiving invaluable opinions from key stakeholders and the frontline workers, utilizing questionnaires will also help involve employees in the change, making them feel more engaged and part of the change process.

    Interviewee Date
    Stakeholder Group Interviewer
    Question Response Notes
    How do you think this change will affect you?
    How do you think this change will affect the organization?
    How long do you expect the change to take?
    What do you think might cause the project/change to fail?
    What do you think are the most critical success factors?

    Sample survey template

    Similar to a questionnaire, a survey is a great way to assess the lay of the land in terms of your org change efforts and the likelihood of adoption.

    Using a free online survey tool like Survey Monkey, Typeform, or Google Forms, surveys are quick and easy to generate and deploy. Use the below example as a template to build from.

    Use survey and questionnaire feedback as an occasion to revisit the Impact Analysis Tool and reassess the impacts and roadblocks based on hard feedback.

    To what degree do you agree or disagree with each of the following statements?

    1=Strongly Disagree, 2=Disagree, 3=Somewhat Disagree, 4=Somewhat Agree, 5=Agree, 6=Strongly Agree

    1. I understand why [this change] is happening.
    2. I agree with the decision to [implement this change].
    3. I have the knowledge and tools needed to successfully go through [this change].
    4. Leadership/management is fully committed to the change.
    5. [This change] will be a success.

    Rate the impact of this change.

    1=Very Negative, 2=Negative, 3=Somewhat Negative, 4=Somewhat Positive, 5=Positive, 6=Very Positive

    1. On you personally.
    2. On your team/department/unit.
    3. On the organization as a whole.
    4. On people leading the change.

    Develop plans to leverage support and deal with resistance, objections, and fatigue

    Assess the “Faces of Change” to review the emotions provoked by the change in order to proactively manage resistors and engage supporters.

    The slides that follow walk you through activities to assess the different “faces of change” around your OCM initiative and to perform an objections handling exercise.

    Assessing people’s emotional responses to the change will enable the PMO and transition team to:

    • Brainstorm possible questions, objections, suggestions, and concerns from each audience.
    • Develop responses to questions, objections, and concerns.
    • Revise the communications messaging and plan to include proactive objections handling.
    • Re-position objections and suggestions as questions to plan for proactively communicating responses and objections to show people that you understand their point of view.
    • Develop a plan with clearly defined responsibility for regularly updating and communicating the objections handling document. Active Subversion Quiet Resistance Vocal Skepticism Neutrality / Uncertainty Vocal Approval Quiet Support Active Leadership
    Hard Work Vs. Tough Work

    Carol Beatty’s distinction between “easy work,” “hard work,” and “tough work” can be revealing in terms of the high failure rate on many change initiatives. (“The Tough Work of Managing Change.” Queen’s University IRC. 2015.)

    • Easy work includes administrative tasks like scheduling meetings and training sessions or delivering progress reports.
    • Hard work includes more abstract efforts like estimating costs/benefit or defining requirements.
    • Tough work involves managing people and emotions, i.e. providing leadership through setbacks, and managing resistance and conflict.

    That is what makes organizational change “tough,” as opposed to merely hard. Managing change requires mental and emotional toughness to deal with uncertainty, ambiguity, and conflict.

    Assess the full range of support and resistance to change

    3.2.6 20 minutes

    Categorize the feedback received from stakeholder groups or individual stakeholders across the “faces of change” spectrum.

    Use the table below to document where different stakeholders and stakeholder groups fall within the spectrum.

    Response Symptoms Examples
    Active Subversion Publicly or privately disparaging the transition (in some cases privately disparaging while pretending to support); encouraging people to continue doing things the old way or to leave the organization altogether. Group/Name
    Quiet Resistance Refusing to adopt change, continuing to do things the old way (including seemingly trivial or symbolic things). Non-participative. Group/Name
    Vocal Skepticism Asking questions; questioning the why, what, and how of change, but continuing to show willingness to participate and try new things. Group/Name
    Neutrality / Uncertainty Non-vocal participation, perhaps with some negative body language, but continuing to show tacit willingness to try new things. Group/Name
    Vocal Approval Publicly and privately signaling buy-in for the change. Group/Name
    Quiet Support Actively helping to enable change to succeed without necessarily being a cheerleader or trying to rally others around the transition. Group/Name
    Active Leadership Visibly championing the change and helping to rally others around the transition. Group/Name

    Review strategies and tactics for engaging different responses

    Use the below tactics across the “faces of change” spectrum to help inform the PMO’s responses to sources of objection and resistance and its tactics for leveraging support.

    Response Engagement Strategies and Tactics
    Active Subversion Firmly communicate the boundaries of acceptable response to change: resistance is a natural response to change, but actively encouraging other people to resist change should not be tolerated. Active subversion often indicates the need to find a new role or depart the organization.
    Quiet Resistance Resistance is a natural response to change. Use the Change Curve to accommodate a moderate degree and period of resistance. Use the OCM Depth Scale to ensure communications strategies address the irrational sources of resistance.
    Vocal Skepticism Skepticism can be a healthy sign. Skeptics tend to be invested in the organization’s success and can be turned into vocal and active supporters if they feel their questions and concerns have been heard and addressed.
    Neutrality / Uncertainty Most fence-sitters will approve and support change when they start to see concrete benefits and successes, but are equally likely to become skeptics and resisters when they see signs of failure or a critical mass of skepticism, resistance, or simply ambivalence.
    Vocal Approval Make sure that espoused approval for change isn’t masking resistance or subversion. Engage vocal supporters to convert them into active enablers or champions of change.
    Quiet Support Engage quiet supporters to participate where their skills or social and political capital might help enable change across the organization. This could either be formal or informal, as too much formal engagement can invite minor disagreements and slow down change.
    Active Leadership Engage some of the active cheerleaders and champions of change to help deliver communications (and in some cases training) to their respective groups or teams.

    Don’t let speed bumps become roadblocks

    What If... Do This: To avoid:
    You aren’t on board with the change? Fake it to your staff, then communicate with your superiors to gather the information you need to buy in to the change. Starting the change process off on the wrong foot. If your staff believe that you don’t buy in to the change, but you are asking them to do so, they are not going to commit to it.
    When you introduce the change, a saboteur throws a tantrum? If the employee storms out, let them. If they raise uninformed objections in the meeting that are interrupting your introduction, ask them to leave and meet with them privately later on. Schedule an ad hoc one-on-one meeting. A debate at the announcement. It’s an introduction to the change and questions are good, but it’s not the time for debate. Leave this for the team meetings, focus groups, and one-on-ones when all staff have digested the information.
    Your staff don’t trust you? Don’t make the announcement. Find an Enthusiast or another manager that you trust to make the announcement. Your staff blocking any information you give them or immediately rejecting anything you ask of them. Even if you are telling the absolute truth, if your staff don’t trust you, they won’t believe anything you say.
    An experienced skeptic has seen this tried before and states it won’t work? Leverage their experience after highlighting how the situation and current environment is different. Ask the employee what went wrong before. Reinventing a process that didn’t work in the past and frustrating a very valuable segment of your staff. Don’t miss out on the wealth of information this Skeptic has to offer.

    Use the Objections Handling Template on the next slide to brainstorm specific objections and forms of resistance and to strategize about the more effective responses and mitigation strategies.

    Copy these objections and responses into the designated section of the Transition Plan Template. Continue to revise objections and responses there if needed.

    Objections Handling Template

    3.2.7 45 to 60 minutes

    Objection Source of Objection PMO Response
    We tried this two years ago. Vocal skepticism Enabling processes and technologies needed time to mature. We now have the right process discipline, technologies, and skills in place to support the system. In addition, a dedicated role has been created to oversee all aspects of the system during and after implementation.
    Why aren’t we using [another solution]? Uncertainty We spent 12 months evaluating, testing, and piloting solutions before selecting [this solution]. A comprehensive report on the selection process is available on the project’s internal site [here].

    Info-Tech Insight

    There is insight in resistance. The individuals best positioned to provide insight and influence change positively are also best positioned to create resistance. These people should be engaged throughout the implementation process. Their insights will very likely identify risks, barriers, and opportunities that need to be addressed.

    Make sure the action plan includes opportunities to highlight successes, quick wins, and bright spots

    Highlighting quick wins or “bright spots” helps you go from communicating change to more persuasively demonstrating change.

    Specifically, quick wins help:

    • Demonstrate that change is possible.
    • Prove that change produces positive results.
    • Recognize and reward people’s efforts.

    Take the time to assess and plan quick wins as early as possible in the planning process. You can revisit the impact assessment for assistance in identifying potential quick wins; more so, work with the project team and other stakeholders to help identify quick wins as they emerge throughout the planning and execution phases.

    Make sure you highlight bright spots as part of the larger story and vision around change. The purpose is to continue to build or sustain momentum and morale through the transition.

    "The quick win does not have to be profound or have a long-term impact on your organization, but needs to be something that many stakeholders agree is a good thing… You can often identify quick wins by simply asking stakeholders if they have any quick-win recommendations that could result in immediate benefits to the organization."

    John Parker

    Tips for identifying quick wins (Source: John Parker, “How Business Analysts can Identify Quick Wins,” 2013):
    • Brainstorm with your core team.
    • Ask technical and business stakeholders for ideas.
    • Observe daily work of users and listen to users for problems and opportunities; quick wins often come from the rank and file, not from the top.
    • Review and analyze user support trouble tickets; this can be a wealth of information.
    • Be open to all suggestions.

    Info-Tech Insight

    Stay positive. Our natural tendency is to look for what’s not working and try to fix it. While it’s important to address negatives, it’s equally important to highlight positives to keep people committed and motivated around change.

    Document the outcomes of this step in the Transition Plan Template

    3.2.8 45 minutes

    Consolidate and refine communication plan requirements for each stakeholder and group affected by change.

    Upon completion of the activities in this step, the PMO Director is responsible for ensuring that outcomes have been documented and recorded in the Transition Plan Template. Activities to be recorded include:

    • Stakeholder Overview
    • Communications Schedule Activity
    • Communications Delivery
    • Objections Handling
    • The Feedback and Evaluation Process

    Going forward, successful change will require that many responsibilities be delegated beyond the PMO and core transition team.

    • Delegate responsibilities to HR, managers, and team members for:
      • Advocating the importance of change.
      • Communicating progress toward project milestones and goals.
      • Developing HR and training plan.
    • Ensure sponsorship stays committed and active during and after the transition.
      • Leadership visibility throughout the execution and follow-up of the project is needed to remind people of the importance of change and the organization’s commitment to project success.

    Download Info-Tech’s Transition Plan Template.

    "Whenever you let up before the job is done, critical momentum can be lost and regression may follow." – John Kotter, Leading Change

    Step 3.3: Establish HR and Training Plans

    Phase 3 - 3.3

    This step will walk you through the following activities:
    • Analyze HR requirements for involvement in training.
    • Outline appropriate HR and training timelines.
    • Develop training plan requirements across different stakeholder groups.
    • Define training content.
    • Assess skills required to support the change and review options for filling HR gaps.
    This step involves the following participants:
    • PMO Director
    • Transition Team
    • HR Personnel
    • Project Sponsor
    Outcomes of this step
    • A training plan
    • Assessment of skill required to support the change

    Make sure skills, roles, and teams are ready for change

    Ensure that the organization has the infrastructure in place and the right skills availability to support long-term adoption of the change.

    The PMO’s OCM approach should leverage organizational design and development capabilities already in place.

    Recommendations in this section are meant to help the PMO and transition team understand HR and training plan activities in the context of the overall transition process.

    Where organizational design and development capabilities are low, the following steps will help you do just enough planning around HR, and training and development to enable the specific change.

    In some cases the need for improved OCM will reveal the need for improved organizational design and development capabilities.

    • Required Participants for this Step: PMO Leader; PMO staff; Project manager.
    • Recommended Participants for this Step: Project Sponsor; HR personnel.

    This section will walk you through the basic steps of developing HR, training, and development plans to support and enable the change.

    For comprehensive guidance and tools on role, job, and team design, see Info-Tech’s Transform IT Through Strategic Organizational Design blueprint.

    Info-Tech Insight

    Don’t make training a hurdle to adoption. Training and other disruptions take time and energy away from work. Ineffective training takes credibility away from change leaders and seems to validate the efforts of saboteurs and skeptics. The PMO needs to ensure that training sessions are as focused and useful as possible.

    Analyze HR requirements to ensure efficient use of HR and project stakeholder time

    3.3.1 30-60 minutes

    Refer back to Activity 3.2.4. Use the placement of each stakeholder group on the Organizational Change Depth Scale (below) to determine the type of HR and training approach required. Don’t impose training rigor where it isn’t required.

    Procedural Behavioral Interpersonal Vocational Cultural
    Simply changing procedures doesn’t generally require HR involvement (unless HR procedures are affected). Changing behaviors requires breaking old habits and establishing new ones, often using incentives and disincentives. Changing teams, roles, and locations means changing people’s relationships, which adds disruption to people’s lives and challenges for any change initiative. Changing people’s roles and responsibilities requires providing ways to acquire knowledge and skills they need to learn and succeed. Changing values and norms in the organization (i.e. what type of things are seen as “good” or “normal”) requires deep disruption and persistence.
    Typically no HR involvement. HR consultation recommended to help change incentives, compensation, and training strategies. HR consultation strongly recommended to help define roles, jobs, and teams. HR responsibility recommended to develop training and development programs. HR involvement recommended.

    22%

    In a recent survey of 276 large and midsize organizations, eighty-seven percent of survey respondents trained their managers to “manage change,” but only 22% felt the training was truly effective. (Towers Watson)

    Outline appropriate HR and training timelines

    3.3.2 15 minutes

    Revisit the high-level project schedule from steps 1.2.4 and 3.4.1 to create a tentative timeline for HR and training activities.

    Revise this timeline throughout the implementation process, and refine the timing and specifics of these activities as you move from the development to the deployment phase.

    Project Milestone Milestone Time Frame HR/Training Activities Activity Timing Notes
    Business Case Approval
    • Consulted to estimate timeline and cost
    Pilot Go-Live
    • Train groups affected by pilot
    Full Rollout Approval
    • Consulted to estimate timeline and cost
    Full Rollout
    • Train the trainers for full-scale rollout
    Benefits Assessment
    • Consulted to provide actual time and costs

    "The reason it’s going to hurt is you’re going from a state where you knew everything to one where you’re starting over again."

    – BA, Natural Resources Company

    Develop the training plan to ensure that the right goals are set, and that training is properly timed and communicated

    3.3.3 60 minutes

    Use the final tab in the Stakeholder Engagement Workbook, “7. Training Requirements,” to begin fleshing out a training plan for project stakeholders.

    The image is a screencapture of the final tab in the Stakeholder Engagement Workbook, titled Training Requirements.

    The table will automatically generate a list of stakeholders based on your stakeholder analysis.

    If your stakeholder list has grown or changed since the stakeholder engagement exercise in step 3.1, update the “Stakeholder List” tab in the tool.

    Estimate when training can begin, when training needs to be completed, and the total hours required.

    Training too early and too late are both common mistakes. Training too late hurts morale and creates risks. Training too early is often wasted and creates the need for retraining as knowledge and skills are lost without immediate relevance to their work.

    Brainstorm or identify potential opportunities to leverage for training (such as using existing resources and combining multiple training programs).

    Review the Change Management Impact Analysis to assess skills and knowledge required for each group in order for the change to succeed.

    Depending on the type of change being introduced, you may need to have more in-depth conversations with technical advisors, project management staff, and project sponsors concerning gaps and required content.

    Define training content and make key logistical decisions concerning training delivery for staff and users

    3.3.4 30-60 minutes

    Ultimately, the training plan will have to be put into action, which will require that the key logistical decisions are made concerning content and training delivery.

    The image is a screencapture of the Training Plan section of the Transition Plan Template.

    1. Use the “Training Plan” section in Info-Tech’s Transition Plan Template to document details of your training plan: schedules, resources, rooms, and materials required, etc.
    2. Designate who is responsible for developing the training content details. Responsibilities will include:
      • Developing content modules.
      • Determining the appropriate delivery model for each audience and content module (e.g. online course, classroom, outsourced, job shadowing, video tutorials, self-learning).
      • Finding and booking resources, locations, equipment, etc.

    “95% of learning leaders from organizations that are very effective at implementing important change initiatives find best practices by partnering with a company or an individual with experience in the type of change, twice as often as ineffective organizations.”

    Source: Implementing and Supporting Training for Important Change Initiatives.

    Training content should be developed and delivered by people with training experience and expertise, working closely with subject matter experts. In the absence of such individuals, partnering with experienced trainers is a cost that should be considered.

    Assess skills required to support the change that are currently absent or in short supply

    3.3.5 15 to 30 minutes

    The long-term success of the change is contingent on having the resources to maintain and support the tool, process, or business change being implemented. Otherwise, resourcing shortfalls could threaten the integrity of the new way of doing things post-change, threatening people’s trust and faith in the validity of the change as a whole.

    Use the table below to assess and record skills requirements. Refer to the tactics on the next slide for assistance in filling gaps.

    Skill Required Description of Need Possible Resources Recommended Next Steps Timeline
    Mobile Dev Users expect mobile access to services. We need knowledge of various mobile platforms, languages or frameworks, and UX/UI requirements for mobile.
    • Train web team
    • Outsource
    • Analyze current and future mobile requirements.
    Probably Q1 2015
    DBAs Currently have only one DBA, which creates a bottleneck. We need some DBA redundancy to mitigate risk of single point of failure.
    • Redeploy and train member of existing technology services team.
    • Hire or contract new resources.
    • Analyze impact of redeploying existing resources.
    Q3 2014

    Review your options for filling HR gaps

    Options: Benefits: Drawbacks:
    Redeploy staff internally
    • Retains firm-specific knowledge.
    • Eliminates substantial costs of recruiting and terminating employees.
    • Mitigates risk; reduces the number of unknowns that come with acquiring talent.
    • Employees could already be fully or over-allocated.
    • Employees might lack the skills needed for the new or enhanced positions.
    Outsource
    • Best for addressing short-term, urgent needs, especially when the skills and knowledge required are too new or unfamiliar to manage internally.
    • Risk of sharing sensitive information with third parties.
    • Opportunity cost of not investing in knowledge and skills internally.
    Contract
    • Best when you are uncertain how long needs for particular skills or budget for extra capacity will last.
    • Diminished loyalty, engagement, and organizational culture.
    • Similar drawbacks as with outsourcing.
    Hire externally
    • Best for addressing long-term needs for strategic or core skills.
    • Builds capacity and expertise to support growing organizations for the long term.
    • High cost of recruiting and onboarding.
    • Uncertainty: risk that new hires might have misrepresented their skills or won’t fit culturally.
    • Commitment to paying for skills that might diminish in demand and value over time.
    • Economic uncertainty: high cost of layoffs and buyouts.

    Report HR and training plan status to the transition team

    3.3.6 10 minutes (and ongoing thereafter)

    Ensure that any changes or developments made to HR and training plans are captured in the Transition Plan Template where applicable.
    1. Upon completion of the activities in this step, ensure that the “Training Plan” section of the template reflects outcomes and decisions made during the preceding activities.
    2. Assign ongoing RACI roles for informing the transition team of HR and training plan changes; similarly define accountabilities for keeping the template itself up to date.
    • Record these roles within the template itself under the “Roles & Responsibilities” section.
  • Be sure to schedule a date for eliciting training feedback in the “Training Schedule” section of the template.
    • A simple survey, such as those discussed in step 3.2, can go a long way in both helping stakeholders feel more involved in the change, and in making sure training mistakes and weaknesses are not repeated again and again on subsequent change initiatives.
  • Info-Tech Insight

    Try more ad hoc training methods to offset uncertain project timelines.

    One of the top challenges organizations face around training is getting it timed right, given the changes to schedule and delays that occur on many projects.

    One tactic is to take a more ad hoc approach to training, such as making IT staff available in centralized locations after implementation to address staff issues as they come up.

    This will not only help eliminate the waste that can come from poorly timed and ineffective training sessions, but it will also help with employee morale, giving individuals a sense that they haven’t been left alone to navigate unfamiliar processes or technologies.

    Adoption can be difficult for some, but the cause is often confusion and misunderstanding

    CASE STUDY

    Industry Manufacturing

    Source Info-Tech Client

    Challenge
    • The strategy team responsible for the implementation of a new operation manual for the subsidiaries of a global firm was monitoring the progress of newly acquired firms as the implementation of the manual began.
    • They noticed that one department in a distant location was not meeting the new targets or fulfilling the reporting requirements on staff progress.
    Solution
    • The strategy team representative for the subsidiary firm went to the manager leading the department that was slow to adopt the changes.
    • When asked, the manager insisted that he did not have the time or resources to implement all of these changes while maintaining the operation of the department.
    • With true business value in mind, the manager said, they chose to keep the plant running.
    Results
    • The representative from the strategy team was surprised to find that the manager was having such trouble fitting the changes into daily operations as the changes were the daily operations.
    • The representative took the time to go through the new operation manual with the manager and explain that the changes replaced daily operations and were not additions to them.

    "The cause of slow adoption is often not anger or denial, but a genuine lack of understanding and need for clarification. Avoid snap decisions about a lack of adoption until staff understand the details." – IT Manager

    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:

    3.1.2 Undergo a stakeholder analysis to ensure positive stakeholder engagement

    Move away from a command-and-control approach to change by working with the analyst to develop a strategy that engages stakeholders in the change, making them feel like they are a part of it.

    3.2.3 Develop a stakeholder sentiment-sensitive communications strategy

    Work with the analyst to fine-tune the stakeholder messaging across various stakeholder responses to change.

    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:

    3.2.5 Define a stakeholder feedback and evaluation process

    Utilize analyst experience and perspective in order to develop strategy for effectively evaluating stakeholder feedback early enough that resistance and suggestions can be accommodated with the OCM strategy and project plan.

    3.2.7 Develop a strategy to cut off resistance to change

    Utilize analyst experience and perspective in order to develop an objections handling strategy to deal with resistance, objections, and fatigue.

    3.3.4 Develop the training plan to ensure that the right goals are set, and that training is properly timed and communicated

    Receive custom analyst insights on rightsizing training content and timing your training sessions effectively.

    Phase 4

    Establish a Post-Project Benefits Attainment Process

    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: Establish a Post-Project Benefits Attainment Process

    Proposed Time to Completion (in weeks): 1 to 2 weeks

    Step 4.1: Determine accountabilities for benefits attainment

    Discuss these issues with analyst:

    • Accountability for tracking the business outcomes of the project post-completion is frequently opaque, with little or no allocated resourcing.
    • As a result, projects may get completed, but their ROI to the organization is not tracked or understood.

    Then complete these activities…

    • Perform a post-implementation project review of the pilot OCM initiative.
    • Assign post-project benefits tracking accountabilities.
    • Implement a benefits tracking process and tool.

    With these tools & templates:

    • Portfolio Benefits Tracking Tool
    • Activity 4.1.2: “Assign ownership for realizing benefits after the project is closed”
    • Activity 4.1.3: “Define a post-project benefits tracking process”

    Step 4.1: Determine accountabilities for benefits attainment

    Phase 4 - 4.1

    This step will walk you through the following activities:
    • Conduct a post-implementation review of pilot OCM project.
    • Assign ownership for realizing benefits after the project is closed.
    • Define a post-project benefits tracking process.
    • Implement a tool to help monitor and track benefits over the long term.
    This step involves the following participants:
    • PMO Director
    • Project Sponsor
    • Project managers
    • Business analyst
    • Additional IT/PMO staff
    Outcomes of this step
    • Appropriate assignment of accountabilities for tracking benefits after the project has closed
    • A process for tracking benefits over the long-run
    • A benefits tracking tool

    Project benefits result from change

    A PMO that facilitates change is one that helps drive benefits attainment long after the project team has moved onto the next initiative.

    Organizations rarely close the loop on project benefits once a project has been completed.

    • The primary cause of this is accountability for tracking business outcomes post-project is almost always poorly defined, with little or no allocated resourcing.
    • Even organizations that define benefits well often neglect to manage them once the project is underway. If benefits realization is not monitored, the organization will miss opportunities to close the gap on lagging benefits and deliver expected project value.
    • It is commonly understood that the project manager and sponsor will need to work together to shift focus to benefits as the project progresses, but this rarely happens as effectively as it should.

    With all this in mind, in this step we will round out our PMO-driven org change process by defining how the PMO can help to better facilitate the benefits realization process.

    This section will walk you through the basic steps of developing a benefits attainment process through the PMO.

    For comprehensive guidance and tools, see Info-Tech’s Establish the Benefits Realization Process.

    Info-Tech Insight

    Two of a kind. OCM, like benefits realization, is often treated as “nice to have” rather than “must do.” These two processes are both critical to real project success; define benefits properly during intake and let OCM take the reigns after the project kicks off.

    The benefits realization process spans the project lifecycle

    Benefits realization ensures that the benefits defined in the business case are used to define a project’s expected value, and to facilitate the delivery of this value after the project is closed. The process begins when benefits are first defined in the business case, continues as benefits are managed through project execution, and ends when the loop is closed and the benefits are actually realized after the project is closed.

    Benefits Realization
    Define Manage Realize
    Initial Request Project Kick Off *Solution Is Deployed
    Business Case Approved Project Execution Solution Maintenance
    PM Assigned *Project Close Solution Decommissioned

    *For the purposes of this step, we will limit our focus to the PMO’s responsibilities for benefits attainment at project close-out and in the project’s aftermath to ensure that responsibilities for tracking business outcomes post-project have been properly defined and resourced.

    Ultimate project success hinges on a fellowship of the benefits

    At project close-out, stewardship of the benefits tracking process should pass from the project team to the project sponsor.

    As the project closes, responsibility for benefits tracking passes from the project team to the project sponsor. In many cases, the PMO will need to function as an intermediary here, soliciting the sponsor’s involvement when the time comes.

    The project manager and team will likely move onto another project and the sponsor (in concert with the PMO) will be responsible for measuring and reporting benefits realization.

    As benefits realization is measured, results should be collated by the PMO to validate results and help flag lagging benefits.

    The activities that follow in this step will help define this process.

    The PMO should ensure the participation of the project sponsor, the project manager, and any applicable members of the business side and the project team for this step.

    Ideally, the CIO and steering committee members should be involved as well. At the very least, they should be informed of the decisions made as soon as possible.

    Initiation-Planning-Execution-Monitoring & Controlling-Closing

    Conduct post-implementation review for your pilot OCM project

    4.1.1 60 minutes

    The post-project phase is the most challenging because the project team and sponsor will likely be busy with other projects and work.

    Conducting a post-implementation review for every project will force sponsors and other stakeholders to assess actual benefits realization and identify lagging benefits.

    If the project is not achieving its benefits, a remediation plan should be created to attempt to capture these benefits as soon as possible.

    Agenda Item
    Assess Benefits Realization
    • Compare benefits realized to projected benefits.
    • Compare benefit measurements with benefit targets.
    Assess Quality
    • Performance
    • Availability
    • Reliability
    Discuss Ongoing Issues
    • What has gone wrong?
    • Frequency
    • Cause
    • Resolution
    Discuss Training
    • Was training adequate?
    • Is any additional training required?
    Assess Ongoing Costs
    • If there are ongoing costs, were they accounted for in the project budget?
    Assess Customer Satisfaction
    • Review stakeholder surveys.

    Assign ownership for realizing benefits after the project is closed

    4.1.2 45 to 60 minutes

    The realization stage is the most difficult to execute and oversee. The project team will have moved on, and unless someone takes accountability for measuring benefits, progress will not be measured. Use the sample RACI table below to help define roles and responsibilities for post-project benefits attainment.

    Process Step Responsible Accountable Consulted Informed
    Track project benefits realization and document progress Project sponsor Project sponsor PMO (can provide tracking tools and guidance), and directors or managers in the affected business unit who will help gather necessary metrics for the sponsor (e.g. report an increase in sales 3 months post-project) PMO (can collect data and consolidate benefits realization progress across projects)
    Identify lagging benefits and perform root cause analysis Project sponsor and PMO Project sponsor and PMO Affected business unit CIO, IT steering committee
    Adjust benefits realization plan as needed Project sponsor Project sponsor Project manager, affected business units Any stakeholders impacted by changes to plan
    Report project success PMO PMO Project sponsor IT and project steering committees

    Info-Tech Insight

    A business accountability: Ultimately, the sponsor must help close this loop on benefits realization. The PMO can provide tracking tools and gather and report on results, but the sponsor must hold stakeholders accountable for actually measuring the success of projects.

    Define a post-project benefits tracking process

    4.1.3 45 minutes

    While project sponsors should be accountable for measuring actual benefits realization after the project is closed, the PMO can provide monitoring tools and it should collect measurements and compare results across the portfolio.

    Steps in a benefits tracking process.

    1. Collate the benefits of all the projects in your portfolio. Document each project’s benefits, with the metrics, targets, and realization timelines of each project in a central location.
    2. Collect and document metric measurements. The benefit owner is responsible for tracking actual realization and reporting it to the individual(s) tracking portfolio results.
    3. Create a timeline and milestones for benefits tracking. Establish a high-level timeline for assessing benefits, and put reminders in calendars accordingly, to ensure that commitments do not fall off stakeholders’ radars.
    4. Flag lagging benefits for further investigation. Perform root cause analysis to then find out why a benefit is behind schedule, and what can be done to address the problem.

    "Checking the results of a decision against its expectations shows executives what their strengths are, where they need to improve, and where they lack knowledge or information."
    Peter Drucker

    Implement a tool to help monitor and track benefits over the long term

    4.1.4 Times will vary depending on organizational specifics of the inputs

    Download Info-Tech’s Portfolio Benefits Tracking Tool to help solidify the process from the previous step.

    1. Document each project’s benefits, with the metrics, targets, and realization timelines. Tab 1 of the tool is a data entry sheet to capture key portfolio benefit forecasts throughout the project.
    2. Collect and document metric measurements. Tab 2 is where the PMO, with data from the project sponsors, can track actuals month after month post-implementation.
    3. Flag lagging benefits for further investigation. Tab 3 provides a dashboard that makes it easy to flag lagging benefits. The dashboard produces a variety of meaningful benefit reports including a status indication for each project’s benefits and an assessment of business unit performance.

    Continue to increase accountability for benefits and encourage process participation

    Simply publishing a set of best practices will not have an impact unless accountability is consistently enforced. Increasing accountability should not be complicated. Focus on publicly recognizing benefit success. As the process matures, you should be able to use benefits as a more frequent input to your budgeting process.

    • Create an internal challenge. Publish the dashboard from the Portfolio Benefits Tracking Tool and highlight the top 5 or 10 projects that are on track to achieve benefits. Recognize the sponsors and project team members. Recognizing individuals for benefits success will get people excited and encourage an increased focus on benefits.
    • With executive level involvement, the PMO could help institute a bonus structure based on benefits realization. For instance, project teams could be rewarded with bonuses for achieving benefits. Decide upon a set post-project timeline for determining this bonus. For example, 6 months after every project goes live, measure benefits realization. If the project has realized benefits, or is on track to realize benefits, the PM should be given a bonus to split with the team.
    • Include level of benefits realization in the performance reviews of project team members.
    • As the process matures, start decreasing budgets according to the monetary benefits documented in the business case (if you are not already doing so). If benefits are being used as inputs to the budgeting process, sponsors will need to ensure that they are defined properly.

    Info-Tech Insight

    Don’t forget OCM best practices throughout the benefits tracking process. If benefits are lagging, the PMO should revisit phase 3 of this blueprint to consider how challenges to adoption are negatively impacting benefits attainment.

    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:

    4.1.2 Assign appropriate ownership and ensure adequate resourcing for realizing benefits after the project is closed

    Get custom insights into how the benefits tracking process should be carried out post-project at your organization to ensure that intended project outcomes are effectively monitored and, in the long run, achieved.

    4.1.4 Implement a benefits tracking tool

    Let our analysts customize a home-grown benefits tracking tool for your organization to ensure that the PMO and project sponsors are able to easily track benefits over time and effectively pivot on lagging benefits.

    Phase 5

    Solidify the PMO’s Role as Change Leader

    Phase 5 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 5: Solidify the PMO’s role as change leader

    Proposed Time to Completion (in weeks): 1 to 2 weeks

    Step 5.1: Institute an organizational change management playbook

    Discuss these issues with an analyst:

    • With the pilot OCM initiative complete, the PMO will need to roll out an OCM program to accommodate all of the organization’s projects.
    • The PMO will need to facilitate organization-wide OCM accountabilities – whether it’s the PMO stepping into the role of OCM leader, or other appropriate accountabilities being assigned.

    Then complete these activities…

    • Review the success of the pilot OCM initiative.
    • Define organizational roles and responsibilities for change management.
    • Formalize the Organizational Change Management Playbook.

    With these tools & templates:

    • Organizational Change Management Playbook
    • Activity 5.1.1: “Review lessons learned to improve organizational change management as a core discipline of the PMO”
    • Activity 5.1.3: “Define ongoing organizational roles and responsibilities for change management”

    Step 5.1: Institute an organizational change management playbook

    Phase 5 - 5.1

    This step will walk you through the following activities:
    • Review lessons learned to improve OCM as a core discipline of the PMO.
    • Monitor organizational capacity for change.
    • Define organizational roles and responsibilities for change management.
    • Formalize the Organizational Change Management Playbook.
    • Assess the value and success of the PMO’s OCM efforts.
    This step involves the following participants:
    • Required: PMO Director; PMO staff
    • Strongly recommended: CIO and other members of the executive layer
    Outcomes of this step
    • A well-defined organizational mandate for change management, whether through the PMO or another appropriate stakeholder group
    • Definition of organizational roles and responsibilities for change management
    • An OCM playbook
    • A process and tool for ongoing assessment of the value of the PMO’s OCM activities

    Who, in the end, is accountable for org change success?

    We return to a question that we started with in the Executive Brief of this blueprint: who is accountable for organizational change?

    If nobody has explicit accountability for organizational change on each project, the Officers of the corporation retained it. Find out who is assumed to have this accountability.

    On the left side of the image, there is a pyramid with the following labels in descending order: PMO; Project Sponsors; Officers; Directors; Stakeholders. The top three tiers of the pyramid have upward arrows connecting one section to the next; the bottom three tiers have downward pointing arrows, connecting one section to the next. On the right side of the image is the following text: If accountability for organizational change shifted to the PMO, find out and do it right. PMOs in this situation should proceed with this step. Officers of the corporation have the implicit fiduciary obligation to drive project benefits because they ultimately authorize the project spending. It’s their job to transfer that obligation, along with the commensurate resourcing and authority. If the Officers fail to make someone accountable for results of the change, they are failing as fiduciaries appointed by the Board of Directors. If the Board fails to hold the Officers accountable for the results, they are failing to meet the obligations they made when accepting election by the Shareholders.

    Info-Tech Insight

    Will the sponsor please stand up?

    Project sponsors should be accountable for the results of project changes. Otherwise, people might assume it’s the PMO or project team.

    Keep your approach to change management dynamic while building around the core discipline

    The PMO will need to establish an OCM playbook that can scale to a wide variety of projects. Avoid rigidity of processes and keep things dynamic as you build up your OCM muscles as an organization.

    Continually Develop

    Change Management Capabilities

    Progressively build a stable set of core capabilities.

    The basic science of human behavior underlying change management is unlikely to change. Effective engagement, communication, and management of uncertainty are valuable capabilities regardless of context and project specifics.

    Regularly Update

    Organizational Context

    Regularly update recurring activities and artifacts.

    The organization and the environment in which it exists will constantly evolve. Reusing or recycling key artifacts will save time and improve collaboration (by leveraging shared knowledge), but you should plan to update them on at least a quarterly or annual basis.

    Respond To

    Future Project Requirements

    Approach every project as unique.

    One project might involve more technology risk while another might require more careful communications. Make sure you divide your time and effort appropriately for each particular project to make the most out of your change management playbook.

    Info-Tech Insight

    Continuous Change. Continuous Improvement. Change is an ongoing process. Your approach to managing change should be continually refined to keep up with changes in technology, corporate strategy, and people involved.

    Review lessons learned to improve organizational change management as a core discipline of the PMO

    5.1.1 60 minutes

    1. With your pilot OCM initiative in mind, retrospectively brainstorm lessons learned using the template below. Info-Tech recommends doing this with the transition team. Have people spend 10-15 minutes brainstorming individually or in 2- to 3-person groups, then spend 15-30 minutes presenting and discussing findings collectively.

    What worked? What didn't work? What was missing?

    2. Develop recommendations based on the brainstorming and analysis above.

    Continue... Stop... Start...

    Monitor organizational capacity for change

    5.1.2 20 minutes (to be repeated quarterly or biannually thereafter)

    Perform the Organizational Change Management Capabilities Assessment in the wake of the OCM pilot initiative and lessons learned exercise to assess capabilities’ improvements.

    As your OCM processes start to scale out over a range of projects across the organization, revisit the assessment on a quarterly or bi-annual basis to help focus your improvement efforts across the 7 change management categories that drive the survey.

    • Cultural Readiness
    • Leadership & Sponsorship
    • Organizational Knowledge
    • Change Management Skills
    • Toolkit & Templates
    • Process Discipline
    • KPIs & Metrics

    The image is a bar graph, with the above mentioned change management categories on the Y-axis, and the categories Low, Medium, and High on the X-axis.

    Info-Tech Insight

    Continual OCM improvement is a collaborative effort.

    The most powerful way to drive continual improvement of your organizational change management practices is to continually share progress, wins, challenges, feedback, and other OCM related concerns with stakeholders. At the end of the day, the PMO’s efforts to become a change leader will all come down to stakeholder perceptions based upon employee morale and benefits realized.

    Define ongoing organizational roles and responsibilities for change management

    5.1.3 60 minutes

    1. Decide whether to designate/create permanent roles for managing change.
    • Recommended if the PMO is engaged in at least one project at any given time that generates organizational change.
  • Designate a principle change manager (if you choose to) – it is likely that responsibilities will be given to someone’s existing position (such as PM or BA).
    • Make sure any permanent roles are embedded in the organization (e.g. within the PMO, rather than trying to establish a one-person “Change Management Office”) and have leadership support.
  • Consider whether to build a team of permanent change champions – it is likely that responsibilities will be given to existing positions.
    • This type of role is increasingly common in organizations that are aggressively innovating and keeping up with consumer technology adoption. If your organization already has a program like this for engaging early adopters and innovators, build on what’s already established.
    • Work with HR to make sure this is aligned with any existing training and development programs.
  • Info-Tech Insight

    Avoid creating unnecessary fiefdoms.

    Make sure any permanent roles are embedded in the organization (e.g. within the PMO) and have leadership support.

    Copy the RACI table from Activity 3.1.1. and repurpose it to help define the roles and responsibilities.

    Include this RACI when you formalize your OCM Playbook.

    Formalize and communicate the Organizational Change Management Playbook

    5.1.4 45 to 60 minutes

    1. Formalize the playbook’s scope:
      1. Determine the size and type of projects for which organizational change management is recommended.
      2. Make sure you clearly differentiate organizational change management and enablement from technical change management (i.e. release management and acceptance).
    2. Refine and formalize tools and templates:
      1. Determine how you want to customize the structure of Info-Tech’s blueprint and templates, tailored to your organization in the future.
        1. For example:
          1. Establish a standard framework for analyzing context around organizational change.
      2. Add branding/design elements to the templates to improve their credibility and impact as internal documents.
      3. Determine where/how templates and other resources are to be found and make sure they will be readily available to anyone who needs them (e.g. project managers).
    3. Communicate the playbook to the project management team.

    Download Info-Tech’s Organizational Change Management Playbook.

    Regularly reassess the value and success of your practices relative to OCM effort and project outcomes

    5.1.5 20 minutes per project

    The image is a screencapture of the Value tab of the Organizational Change: Management Capabilities Assessment

    Use the Value tab in the Organizational Change Management Capabilities Assessment to monitor the value and success of OCM.

    Measure past performance and create a baseline for future success:

    • % of expected business benefits realized on previous 3–5 significant projects/programs.
      • Track business benefits (costs reduced, productivity increased, etc.).
    • Costs avoided/reduced (extensions, cancellations, delays, roll-backs, etc.)
      • Establish baseline by estimating average costs of projects extended to deal with change-related issues.

    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:

    5.1.3 Define ongoing organizational roles and responsibilities for change management

    As you scale out an OCM program for all of the organization’s projects based on your pilot initiative, work with the analyst to investigate and define the right accountabilities for ongoing, long-term OCM.

    5.1.4 Develop an Organizational Change Management Playbook

    Formalize a programmatic process for organizational change management in Info-Tech’s playbook template.

    Related research

    Develop a Project Portfolio Management Strategy

    Grow Your Own PPM Solution

    Optimize Project Intake, Approval, and Prioritization

    Develop a Resource Management Strategy for the New Reality

    Manage a Minimum-Viable PMO

    Establish the Benefits Realization Process

    Manage an Agile Portfolio

    Project Portfolio Management Diagnostic Program: The Project Portfolio Management Diagnostic Program is a low effort, high impact program designed to help project owners assess and improve their PPM practices. Gather and report on all aspects of your PPM environment in order to understand where you stand and how you can improve.

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    Re-Envision Enterprise Printing

    • Buy Link or Shortcode: {j2store}165|cart{/j2store}
    • member rating overall impact: 8.0/10 Overall Impact
    • member rating average dollars saved: $9,000 Average $ Saved
    • member rating average days saved: 2 Average Days Saved
    • Parent Category Name: End-User Computing Devices
    • Parent Category Link: /end-user-computing-devices
    • Enterprises may be overspending on printing, but this spend is often unknown and untracked.
    • You are locked into a traditional printer lease and outdated document management practices, hampering digital transformation.

    Our Advice

    Critical Insight

    Don’t just settle for printer consolidation: Seek to eliminate print and enlist your managed print services vendor to help you achieve that goal.

    Impact and Result

    • Identify reduction opportunities via a thorough inventory and requirements-gathering process, and educate others on the financial and non-financial benefits. Enforce reduced printing through policies.
    • Change your printing financial model to print as a service by building an RFP and scoring tool for managed print services that makes the vendor a partner in continuous innovation.
    • Leverage durable print management software to achieve vendor-agnostic governance and visibility.

    Re-Envision Enterprise Printing Research & Tools

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

    1. Re-Envision Enterprise Printing – A step-by-step document to help plan and execute a printer reduction project.

    This storyboard will help you plan the project, assess your current state and requirements, build a managed print services RFP and scoring process, and build continuous improvement of business processes into your operations.

    • Re-Envision Enterprise Printing – Phases 1-3

    2. Planning tools

    Use these templates and tools to plan the printer reduction project, document your inventory, assess current printer usage, and gather information on current and future requirements.

    • Enterprise Printing Project Charter
    • Enterprise Printing Roles and Responsibilities RACI Guide
    • Printer Reduction Tool
    • End-User Print Requirements Survey

    3. RFP tools

    Use these templates and tools to create an RFP for managed print services that can easily score and compare vendors.

    • Managed Print Services Vendor Assessment Questions
    • Managed Print Services RFP Vendor Proposal Scoring Tool
    • Managed Print Services RFP Template

    4. Printer policy

    Update the printer policy to express the new focus on reducing unsupported printer use.

    • Printer Policy Template

    Infographic

    Further reading

    Re-Envision Enterprise Printing

    Don't settle for printer consolidation; seek the elimination of print

    Analystperspective

    You're likely not in the printing business.
    Prepare your organization for the future by reducing print.

    Initiatives to reduce printers are often met with end-user resistance. Don't focus on the idea of taking something away from end users. Instead, focus on how print reduction fits into larger goals of business process improvement, and on opportunities to turn the vendor into a partner who drives business process improvement through ongoing innovation and print reduction.

    What are your true print use cases? Except in some legitimate use cases, printing often introduces friction and does not lead to efficiencies. Companies investing in digital transformation and document management initiatives must take a hard look at business processes still reliant on hard copies. Assess your current state to identify what the current print volume and costs are and where there are opportunities to consolidate and reduce.

    Change your financial model. The managed print services industry allows you to use a pay-as-you-go approach and right-size your print spend to the organization's needs. However, in order to do printing-as-a-service right, you will need to develop a good RFP and RFP evaluation process to make sure your needs are covered by the vendor, while also baking in assurances the vendor will partner with you for continuous print reduction.

    This is a picture of Emily Sugerman

    Emily Sugerman
    Research Analyst, Infrastructure & Operations
    Info-Tech Research Group

    Darin Stahl
    Principal Research Advisor, Infrastructure & Operations
    Info-Tech Research Group

    Executive summary

    Your Challenge

    IT directors and business operations managers face several challenges:

    • Too many known unknowns: Enterprises may be overspending on printing, but this spend is often unknown and untracked.
    • Opportunity costs: By locking into conventional printer leases and outdated document management, you are locking yourself out of the opportunity to improve business processes.

    Common Obstacles

    Printer reduction initiatives are stymied by:

    • End-user resistance: Though sometimes the use of paper remains necessary, end users often cling to paper processes out of concern about change.
    • Lack of governance: You lack insight into legitimate print use cases and lack full control over procurement of devices and consumables.
    • Overly generic RFP: Print requirements are not tailored to your organization, and your managed print services RFP does not ask enough of the vendor.

    Info-Tech's Approach

    Follow these steps to excise superfluous, costly printing:

    • Identify reduction opportunities via a thorough inventory and requirements-gathering process, and educate others on the financial and non-financial benefits. Enforce reduced printing through policies.
    • Change your printing financial model to print-as-a-service by building an RFP and scoring tool for managed print services that makes the vendor a partner in continuous innovation.
    • Leverage durable print management software to achieve vendor-agnostic governance and visibility.

    Info-Tech Insight

    Don't settle for printer consolidation: seek to eliminate print and enlist your managed print services vendor to help you achieve that goal.

    Your challenge

    This research is designed to help organizations that aim to reduce printing long term

    • Finally understand aggregate printing costs: Not surprisingly, printing has become a large hidden expense in IT. Enterprises may be overspending on printing, but this spend is often unknown and untracked. Printer consumables are purchased independently by each department, non-networked desktop printers are everywhere, and everyone seems to be printing in color.
    • Walk the walk when it comes to digital transformation: Outdated document management practices that rely on unnecessary printing are not the foundation upon which the organization can improve business processes.
    • Get out of the printing business: Hire a managed print provider and manage that vendor well.

    "There will be neither a V-shaped nor U-shaped recovery in demand for printing paper . . . We are braced for a long L-shaped decline."
    –Toru Nozawa, President, Nippon Paper Industries (qtd. in Nikkei Asia, 2020).

    Weight of paper and paperboard generated in the U.S.*

    This is an image of a graph plotting the total weight of paper and paperboard generated in the US, bu thousands of US tons.

    *Comprises nondurable goods (including office paper), containers, and packaging.

    **2020 data not available.

    Source: EPA, 2020.

    Common obstacles

    These barriers make this challenge difficult to address for many organizations:

    • Cost-saving opportunities are unclear: In most cases, nobody is accountable for controlling printing costs, so there's a lack of incentive to do so.
    • End-user attachment to paper-based processes: For end users who have been relying on paper processes, switching to a new way of working can feel like a big ask, particularly if an optimized alternative has not been provided and socialized.
    • Legitimate print use cases are undefined: Print does still have a role in some business processes (e.g. for regulatory reasons). However, these business processes have not been analyzed to determine which print use cases are still legitimate. The WFH experience during the COVID-19 pandemic demonstrated that many workflows that previously incorporated printing could be digitized. Indeed, the overall attachment to office paper is declining (see chart).
    • Immature RFP and RFP scoring methods: Outsourcing print to a managed service provider necessitates careful attention to RFP building and scoring. If your print requirements are not properly tailored to your organization and your managed print services RFP does not ask enough of the vendor, it will be harder to hold your vendor to account.

    How important is paper in your office?

    87% 77%

    Quocirca, a printer industry market research firm, found that the number of organizations for whom paper is "fairly or very important to their business" has dropped 10 percentage points between 2019 and 2021.

    Source: Quocirca, 2021.

    Info-Tech's approach

    Permanently change your company's print culture

    1. Plan your Project
    • Create your project charter, investigate end user printer behavior and reduction opportunities, gather requirements and calculate printer costs
  • Find the right managed print vendor
    • Protect yourself by building the right requirements into your RFP, evaluating candidates and negotiating from a strong position
  • Implement the new printer strategy
    • Identify printers to consolidate and eliminate, install them, and communicate updated printer policy
  • Operate
    • Track the usage metrics, service requests, and printing trends, support the printers and educate users to print wisely and sparingly
  • The Info-Tech difference:

    1. Use Info-Tech's tracking tools to finally track data on printer inventory and usage.
    2. Get to an RFP for managed print services faster through Info-Tech's requirement selection activity, and use Info-Tech's scoring tool template to more quickly compare candidates and identify frontrunners and knockouts.
    3. Use Info-Tech's guidance on print management software to decouple your need to govern the fleet from any specific vendor.

    Info-Tech's methodology for Re-Envision Enterprise Printing

    1. Strategy & planning 2. Vendor selection, evaluation, acquisition 3. Implementation & operation
    Phase steps
    1. Create project charter and assign roles
    2. Assess current state of enterprise print environments
    3. Gather current and future printer requirements
    1. Understand managed print services model
    2. Create RFP documents and score vendors
    3. Understand continuous innovation & print management software
    1. Modify printer policies
    2. Measure project success
    3. Training & adoption
    4. Plan persuasive communication
    5. Prepare for continuous improvement
    Phase outcomes
    • Documentation of project roles, scope, objectives, success metrics
    • Accurate printer inventory
    • Documentation of requirements based on end-user feedback, existing usage, and future goals
    • Finalized requirements
    • Completed RFP and vendor scoring tool
    • Managed print vendor selected, if necessary
    • Updated printer policies that reinforce print reduction focus
    • Assessment of project success

    Insight summary

    Keep an eye on the long-term goal of eliminating print

    Don't settle for printer consolidation: seek to eliminate print and enlist your managed print services vendor to help you achieve that goal.

    Persuading leaders is key

    Good metrics and visible improvement are important to strengthen executive support for a long-term printer reduction strategy.

    Tie printer reduction into business process improvement

    Achieve long-lasting reductions in print through document management and improved workflow processes.

    Maintain clarity on what types of printer use are and aren't supported by IT

    Modifying and enforcing printing policies can help reduce use of printers.

    Print management software allows for vendor-agnostic continuity

    Print management software should be vendor-agnostic and allow you to manage devices even if you change vendors or print services.

    Secure a better financial model from the provider

    Simply changing your managed print services pay model to "pay-per-click" can result in large cost savings.

    Blueprint deliverables

    Key deliverable:

    Managed Print Services RFP

    This blueprint's key deliverable is a completed RFP for enterprise managed print services, which feeds into a scoring tool that accelerates the requirements selection and vendor evaluation process.

    Managed Print Services Vendor Assessment Questions

    This is a screenshot from the Managed Print Services Vendor Assessment Questions

    Managed Print Services RFP Template

    This is a screenshot from the Managed Print Services RFP Template

    Managed Print Services RFP Vendor Proposal Scoring Tool

    This is a screenshot from the Managed Print Services RFP Vendor Proposal Scoring Tool

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

    Enterprise Printing Project Charter

    This is a screenshot from the Enterprise Printing Project Charter

    Document the parameters of the print reduction project, your goals, desired business benefits, metrics.

    Enterprise Printing Roles and Responsibilities RACI Guide

    This is a screenshot from the Enterprise Printing Project Charter

    Assign key tasks for the project across strategy & planning, vendor selection, implementation, and operation.

    Printer Policy

    This is a screenshot from the Printer Policy

    Start with a policy template that emphasizes reduction in print usage and adjust as needed for your organization.

    Printer Reduction Tool

    This is a screenshot from the Printer Reduction Tool

    Track the printer inventory and calculate total printing costs.

    End-User Print Requirements Survey

    This is a screenshot from the End-User Print Requirements Survey

    Base your requirements in end user needs and feedback.

    Blueprint benefits

    IT benefits

    • Make the project charter for printer reduction and estimate cost savings
    • Determine your organization's current printing costs, usage, and capabilities
    • Define your organization's printing requirements and select a solution
    • Develop a printer policy and implement the policy

    Business benefits

    • Understand the challenges involved in reducing printers
    • Understand the potential of this initiative to reduce costs
    • Accelerate existing plans for modernization of paper-based business processes by reducing printer usage
    • Contribute to organizational environmental sustainability targets

    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 your specific challenges.

    Call #4: Review requirements.
    Weigh the benefits of managed print services.

    Call #6: Measure project success.

    Call #2: Review your printer inventory.
    Understand your current printing costs and usage.

    Call #5: Review completed scoring tool and RFP.

    Call #5: Review vendor responses to RFP.

    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 8 to 12 calls over the course of 4 to 6 months.

    Phase 1

    Strategy and Planning

    Strategy & planning

    Vendor selection, evaluation, acquisition

    Implementation & Operation

    1.1 Create project charter and assign roles

    1.2 Assess current state

    1.3 Gather requirements

    2.1 Understand managed print services model

    2.2 Create RFP materials

    2.3 Leverage print management software

    3.1 Modify printer policies

    3.2 Measure project success

    3.3 Training & adoption

    3.4 Plan communication

    3.5 Prepare for continuous improvement

    Re-Envision Enterprise Printing

    • This phase will walk you through the following activities:
    • Create a list of enterprise print roles and responsibilities
    • Create project charter
    • Inventory printer fleet and calculate printing costs
    • Examine current printing behavior and identify candidates for device elimination
    • Gather requirements, including through end user survey

    This phase involves the following participants:

    • IT director/CIO
    • Business operations manager
    • Project manager

    Step 1.1

    Create project charter and assign roles

    Outcomes of this step

    Completed Project Charter with RACI chart

    Phase 1: Strategy and Planning

    • Step 1.1 Create project charter and assign roles
    • Step 1.2 Assess current state
    • Step 1.3 Gather requirements

    This step involves the following participants:

    • IT director/CIO
    • Business operations manager
    • Project manager

    Activities in this step

    • Create a list of enterprise print roles and responsibilities
    • Create project charter

    1.1 Create project charter

    Use the project charter to clearly define the scope and avoid scope creep

    Identify project purpose

    • Why is the organization taking on this project? What are you trying to achieve?
    • What is the important background you need to document? How old is the fleet? What kinds of printer complaints do you get? What percentage of the IT budget does printing occupy?
    • What specific goals should this project achieve? What measurable financial and non-financial benefits do these goals achieve?

    Identify project scope

    • What functional requirements do you have?
    • What outputs are expected?
    • What constraints will affect this project?
    • What is out of scope for this project?

    What are the main roles and responsibilities?

    • Who is doing what for this project?

    How will you measure success?

    • What are the project's success metrics and KPIs?

    Enterprise Printing Project Charter

    This is a screenshot from the Enterprise Printing Project Charter

    Anticipate stakeholder resistance

    Getting management buy-in for printer reduction is often one of the biggest challenges of the project.

    Challenge Resolution
    Printer reduction is not typically high on the priority list of strategic IT initiatives. It is often a project that regularly gets deferred. The lack of an aggregate view of the total cost of printing in the environment could be one root cause, and what can't be measured usually isn't being managed. Educate and communicate the benefits of printer reduction to executives. In particular, spend time getting buy-in from the COO and/or CFO. Use Info-Tech's Printer Reduction Tool to show executives the waste that is currently being generated.
    Printers are a sensitive and therefore unpopular topic of discussion. Executives often see a trade-off: cost savings versus end-user satisfaction. Make a strong financial and non-financial case for the project. Show examples of other organizations that have successfully consolidated their printers.

    Info-Tech Insight

    If printer reduction is not driven and enforced from the top down, employees will find ways to work around your policies and changes. Do not attempt to undertake printer reduction initiatives without alerting executives. Ensure visible executive support to achieve higher cost savings.

    Align the printer reduction project to org goals to achieve buy-in

    A successful IT project demonstrates clear connections to business goals

    Which business and organizational goals and drivers are supported by IT's intention to transform its printing ecosystem? For example,

    Legislation: In 2009, the Washington House of Representatives passed a bill requiring state agencies to implement a plan to reduce paper consumption by 30% (State of Washington, 2009). The University of Washington cites this directive as one of the drivers for their plans to switch fully to electronic records by 2022 (University of Washington, n.d.).

    Health care modernization: Implementing electronic health records; reducing paper charts.

    Supply chain risk reduction: In 2021, an Ontario district school board experienced photocopier toner shortages and were forced to request schools to reduce printing and photocopying: "We have recommended to all locations that the use of printing be minimized as much as possible and priority given to the printing of sensitive and confidential documentation" (CBC, 2021).

    Identify overall organizational goals in the following places:

    • Company mission statements
    • Corporate website
    • Business strategy documents
    • Other IT strategy documents
    • Executives

    Document financial and non-financial benefits

    Financial benefits: Printer reduction can reduce your printing costs and improve printing capabilities.

    • Printer reduction creates a controlled print environment; poorly controlled print environments breed unnecessary costs.
    • Cost savings can be realized through:
      • Elimination of cost-efficient inkjet desktop printers.
      • Elimination of high-cost, inefficient, or underutilized printers.
      • Sharing of workshop printers between an optimal number of end users.
      • Replacing separate printers, scanners, copiers, and fax machines with. multi-function devices.
    • Cost savings can be achieved through a move to managed print services, if you negotiate the contract well and manage the vendor properly. The University of Washington estimated a 20-25% cost reduction under a managed print services model compared to the existing lease (University of Washington, "What is MPS").

    Non-financial benefits: Although the main motivation behind printer reduction is usually cost savings, there are also non-financial benefits to the project.

    • Printer reduction decreases physical space required for printers
    • Printer reduction meets employee and client environmental demands
      • Printer reduction can reduce the electricity and consumables used
      • Reduction in consumables means reduced hazardous waste from consumables and devices
    • Printer reduction can result in better printing capabilities
      • Moving to a managed print services model can provide you with better printing capabilities with higher availability

    Assign responsibility to track print device costs to IT

    Problem:
    Managers in many organizations wrongly assume that since IT manages the printer devices, they also already manage costs.

    However, end users typically order printer devices and supplies through the supplies/facilities department, bypassing any budget approval process, or through IT, which does not have any authority or incentive to restrict requests (when they're not measured against the controlling of printer costs).

    Organization-wide printer usage policies are rarely enforced with any strictness.

    Without systematic policy enforcement, end-user print behavior becomes frivolous and generates massive printing costs.

    Solution:
    Recommend all print device costs be allocated to IT.

    • Aggregate responsibility: Recommend that all printer costs be aggregated under IT's budget and tracked by IT staff.
    • Assign accountability: Although supplies may continually be procured by the organization's supplies/facilities department, IT should track monthly usage and costs by department.
    • Enforce policy: Empower IT with the ability to enforce a strict procurement policy that ensures all devices in the print environment are approved models under IT's control. This eliminates having unknown devices in the printer fleet and allows for economies of scale to be realized from purchasing standardized printing supplies.
    • Track metrics: IT should establish metrics to measure and control each department's printer usage and flat departments that exceed their acceptable usage amounts.

    Assign accountability for the initiative

    Someone needs to have accountability for both the printer reduction tasks and the ongoing operation tasks, or the initiative will quickly lose momentum.

    Customize Info-Tech's Enterprise Printing Roles and Responsibilities RACI Guide RACI chart to designate project roles and responsibilities to participants both inside and outside IT.

    These tasks fall under the categories of:

    • Strategy and planning
    • Vendor selection, evaluation, and acquisition
    • Implementation
    • Operate

    Assign a RACI: Remember the meaning of the different roles

    • Responsible (does the work on a day-to-day basis)
    • Accountable (reviews, signs off on, 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.

    The Enterprise Printing Roles and Responsibilities RACI Guide can be used to organize and manage these tasks.

    This is a screenshot from the Enterprise Printing Roles and Responsibilities RACI Guide

    Define metrics to measure success

    Track your project success by developing and tracking success metrics

    Ensure your metrics relate both to business value and customer satisfaction. "Reduction of print" is a business metric, not an experience metric.

    Frame metrics around experience level agreements (XLAs) and experience level objectives (XLOs): What are the outcomes the customer wants to achieve and the benefits they want to achieve? Tie the net promoter score into the reporting from the IT service management system, since SLAs are still needed to tactically manage the achievement of the XLOs.

    Use the Metrics Development Workbook from Info-Tech's Develop Meaningful Service Metrics to define:

    • Relevant stakeholders
    • Their goals and pain points
    • The success criteria that must be met to achieve these goals
    • The key indicators that must be measured to achieve these goals from an IT perspective
    • What the appropriate IT metrics are, based on all of the above

    Metrics could include

    • User satisfaction
    • Print services net promoter model
    • Total printing costs
    • Printer availability (uptime)
    • Printer reliability (mean time between failures)
    • Total number of reported incidents
    • Mean time for vendor to respond and repair

    Info-Tech Insight:

    Good metrics and visible improvement are important to strengthen executive support for a long-term printer reduction strategy.

    Step 1.2

    Assess current state

    Outcomes of this step

    • Aggregate view of your printer usage and costs

    Strategy and Planning

    This step involves the following participants:

    • IT director/CIO
    • Business operations manager
    • Project manager

    Activities in this step

    • 1.2. Inventory your printer fleet: Office walk-around
    • 1.2 Inventory your printer fleet: Collect purchase receipts/statements/service records
    • 1.3 Calculate printing costs

    Create an aggregate view of your printer usage and costs

    Problem: Lack of visibility

    • Most organizations are unaware of the savings potential in reducing print due to a lack of data.
    • Additionally, organizations may have inappropriately sized devices for their workloads.
    • Often, nobody is responsible for managing the printers collectively, resulting in a lack of visibility into printing activity. Without this visibility, it is difficult to muster executive commitment and support for printer reduction efforts.
    • The first step to eliminating your printers is to inventory all the printers in the organization and look at an aggregate view of the costs. Without understanding the cost saving potential, management will likely continue to avoid printer changes due to the idea's unpopularity with end users.
    • Valid use cases for printers will likely still remain, but these use cases should be based on a requirements analysis.
    This is a screenshot from the Printer Reduction Tool. It includes the Printer Inventory, and a table with the following column headings: Device Type; Specific Device; Networked; Manufacturer; Model; Serial #; Office Location; Device Owner; # users Supported; Monthly Duty; Page Count to; Device Age; Remaining Useful; # Pages printer/month; % Utilization

    Create visibility through by following these steps:

    1. Office walk-around: Most organizations have no idea how many printers they have until they walk around the office and physically count them. This is especially true in cases where management is allowed to purchase personal printers and keep them at their desks. An office walk-around is often necessary to accurately capture all the printers in your inventory.
    2. Collect purchase receipts/statements/service records: Double-check your printer inventory by referring to purchase receipts, statements, and service records.
    3. Identify other sources of costs: Printer purchases only make up a small fraction of total printing costs. Operating costs typically account for 95% of total printer costs. Make sure to factor in paper, ink/toner, electricity, and maintenance costs.

    1.2.1 Inventory your printer fleet: part 1

    Office walk-around

    1. Methodically walk around the office and determine the following for each printer:
      • Device type
      • Make, model, serial number
      • Location
      • Number of users supported
      • Device owner
      • Type of users supported (department, employee position)
    2. Record printer details in Tab 1 of Info-Tech's Printer Reduction Tool. Collaborate with the accounting or purchasing department to determine the following for each printer recorded:
      • Purchase price/date
      • Monthly duty cycle
      • Estimated remaining useful life
      • Page count to date

    Input

    Output
    • Existing inventory lists
    • Visual observation
    • Inventory of office printers, including their printer details

    Materials

    Participants

    • Notepad
    • Pen
    • Printer Reduction Tool
    • IT director
    • IT staff

    Download the Printer Reduction Tool

    1.2.2 Inventory your printer fleet:
    part 2

    Collect purchase receipts/statements/service records

    1. Ask your purchasing manager for purchase receipts, statements, and service records relating to printing.
    2. For documents found, match the printer with your physical inventory. Add any printers found that were not captured in the physical inventory count. Record the following:
      1. Device type
      2. Make, model, serial number
      3. Location
      4. Number of users supported
      5. Device owner
      6. Type of users supported (department, employee position)
    3. 3. Collaborate with the accounting or purchasing department to determine the following for each printer recorded:
      1. Purchase price/date
      2. Monthly duty cycle
      3. Estimated remaining useful life
      4. Page count to date
    4. Enter the data in Tab 1 of the Printer Reduction Tool

    Input

    Output
    • Purchase receipts
    • Statements
    • Service records
    • Printer inventory cross-checked with paperwork

    Materials

    Participants

    • Printer inventory from previous activity
    • IT director
    • IT staff
    • Purchasing manager

    Download the Printer Reduction Tool

    1.2.3 Calculate your printing costs

    Collect purchase receipts/statements/service records

    • Collect invoices, receipts, and service records to sum up the costs of paper, ink or toner, and maintenance for each machine. Estimate electricity costs.
    • Record your costs in Tab 2 of the Printer Reduction Tool.
    • Review the costs per page and per user to look for particularly expensive printers and understand the main drivers of the cost.
    • Review your average monthly cost and annual cost per user. Do these costs surprise you?

    Input

    Output
    • Invoices, receipts, service records for
    • Cost per page and user
    • Average monthly and annual cost

    Materials

    Participants

    • Printer Reduction Tool
    • IT director
    • IT staff

    Step 1.3

    Gather printing requirements

    Outcomes of this step

    • Understanding of the organization's current printing behavior and habits
    • Identification of how industry context and digitization of business processes have impacted current and future requirements

    This step involves the following participants:

    • IT director
    • IT staff
    • Rest of organization

    Activities in this step

    • Examine current printing behavior and habits
    • Administer end-user survey
    • Identify current requirements
    • Identify future requirements

    Requirements Gathering Overview

    1. Identify opportunities to go paperless
      • Determine where business process automation is occurring
      • Align with environmental and sustainability campaigns
    2. Identify current requirements
      • Review the types of document being printed and the corresponding features needed
      • Administer end-user survey to understand user needs and current printer performance
    3. Identify future requirements
    • Identify future requirements to avoid prematurely refreshing your printer fleet
  • Examine industry-specific/ workflow printing
    • Some industries have specific printing requirements such as barcode printing accuracy. Examine your industry-specific printing requirements
  • Stop: Do not click "Print"

    The most effective way to achieve durable printing cost reduction is simply to print less.

    • Consolidating devices and removing cost-inefficient individual printers is a good first step to yielding savings.
    • However, more sustainable success is achieved by working with the printer vendor(s) and the business on continuous innovation via proposals and initiatives that combine hardware, software, and services.
    • Sustained print reduction depends on separate but related business process automation and digital innovation initiatives.

    Info-Tech Insight:

    Achieve long-lasting reductions in print through document management and improved workflow processes.

    Leverage Info-Tech research to support your business' digital transformation

    This is an image of the title page from Info-Tech's Define your Digital Business Strategy blueprint.

    Define how changes to enterprise printing fit into digital transformation plans

    Identify opportunities to go paperless

    The "paperless office" has been discussed since the 1970s. The IT director alone does not have authority to change business processes. Ensure the print reduction effort is tied to other strategies and initiatives around digital transformation. Working on analog pieces of paper is not digital and may be eroding digital transformation process.

    Leverage Info-Tech's Assert IT's Relevance During Digital Transformations to remind others that modernization of the enterprise print environment belongs to the discussion around increasing digitized support capabilities.

    1. Digital Marketing

    2. Digital Channels

    3. Digitized Support Capabilities

    4. Digitally Enabled Products

    5. Business Model Innovation

    Manage Websites

    E-Channel Operations

    Workforce Management

    Product Design

    Innovation Lab Management

    Brand Management

    Product Inventory Management

    Digital Workplace Management

    Portfolio Product Administration

    Data Sandbox Management

    SEO

    Interactive Help

    Document Management

    Product Performance Measurement

    Innovation Compensation Management

    Campaign Execution

    Party Authentication

    Eliminate business process friction caused by print

    Analyze workflows for where they are still using paper. Ask probing questions about where paper still adds value and where the business process is a candidate for paperless digital transformation

    • Is this piece of paper only being used to transfer information from one application to another?
    • What kind of digitalization efforts have happened in the business as a result of the COVID-19 pandemic? Which workflows have digitized on their own?
    • Where has e-signature been adopted?
    • Is this use of paper non-negotiable (e.g. an ER triage that requires a small printer for forms; the need for bank tellers to provide receipts to customers)?
    • Do we have compliance obligations that require us to retain a paper process?
    • What is getting printed? Who is printing the most? Identify if there are recurring system-generated reports being printed daily/weekly/quarterly that are adding to the volume. Are reports going directly from staff mailboxes to a recycling bin?
    • Does our print financial model incentivize the transformation of business processes, or does it reinforce old habits?
    • What services, software, and solutions for document management and business process analysis does our managed print services vendor offer? Can we involve the vendor in the business transformation conversation by including an innovation clause in the next contract (re)negotiation to push the vendor to offer proposals for projects that reduce print?

    Develop short-term and long-term print reduction strategies

    Short-term strategies

    • Consolidate the number of printers you have.
    • Determine whether to outsource printing to a managed services provider and make the move.
    • Enable print roaming and IT verification.
    • Require user-queued print jobs to be authenticated at a printer to prevent print jobs that are lost or not picked up.
    • Set up user quotas.
    • Provide usage records to business managers so they can understand the true cost of printing.
    • User quotas may create initial pushback, but they lead users to ask themselves whether a particular print job is necessary.
    • Renegotiate print service contracts.
    • Revisit contracts and shop around to ensure pricing is competitive.
    • Leverage size and centralization by consolidating to a single vendor, and use the printing needs of the entire enterprise to decrease pricing and limit future contractual obligations.
    • Train users on self-support.
    • Train users to remedy paper jams and move paper in and out of paper trays.

    Long-term strategies

    • Promote a paperless culture by convincing employees of its benefits (greater cost savings, better security, easier access, centralized repository, greener).
    • Educate users to use print area wisely.
    • Develop campaigns to promote black and white printing or a paperless culture.

    Info-Tech Insight:

    One-time consolidation initiatives leave money on the table. The extra savings results from changes in printing culture and end-user behavior.

    Examine current printing behavior and habits

    It's natural for printer usage and printing costs to vary based on office, department, and type of employee. Certain jobs simply require more printing than others.

    However, the printing culture within your organization likely also varies based on

    • office
    • department
    • type of employee

    Examine the printing behaviors of your employees based on these factors and determine whether their printing behavior aligns with the nature of their job.

    Excessive printing costs attributed to departments or groups of employees that don't require much printing for their jobs could indicate poor printing culture and potentially more employee pushback.

    Examine current printing behavior and habits, and identify candidates for elimination

    1. Go to Tab 3 of your Printer Reduction Tool ("Usage Dashboard Refresh"). Right-click each table and press "Refresh."
    2. Go to Tab 4 of your Printer Reduction Tool ("Usage Dashboard") to understand the following:
      1. Average printer utilization by department
      2. Pages printed per month by department
      3. Cost per user by department
    3. Take note of the outliers and expensive departments.
    4. Review printer inventory and printer use rates on Tab 5.
    5. Decide which printers are candidates for elimination and which require more research.
    6. If already working in a managed print services model, review the vendor's recommendations for printer elimination and consolidation.
    7. Mark printers that could be eliminated or consolidated.

    Input

    Output
    • Discussion
    • Understanding of expensive departments and other outliers

    Materials

    Participants

    • Printer Reduction Tool
    • IT director/ business operations
    • Business managers

    Administer end-user survey

    Understand end-user printing requirements and current printer performance through an end-user survey

    1. Customize Info-Tech's End-User Print Requirements Survey to help you understand your users' needs and the current performance of your printer fleet.
    2. Send the survey to all printer users in the organization.
    3. Collect the surveys and aggregate the requirements of users in each department.
    4. Record the survey results in the "Survey Results" tab.

    Input

    Output
    • End-user feedback
    • Identification of outliers and expensive departments

    Materials

    Participants

    • End-User Print Requirements Survey template
    • IT director
    • IT staff
    • Rest of organization

    Download the End-User Print Requirements Survey

    Info-Tech Insight:

    Use an end-user printer satisfaction survey before and after any reduction efforts or vendor implementation, both as a requirement-gathering user input and to measure/manage the vendor.

    Identify your current requirements

    Collect all the surveys and aggregate user requirements. Input the requirements into your Printer Reduction Tool.

    Discussion activity:

    • Review the requirements for each department and discuss:
    • What is this device being used for (e.g. internal documents, external documents, high-quality graphics/color)?
    • Based on its use case, what kinds of features are needed (e.g. color printing, scanning to email, stapling)?
    • Is this the right type of device for its purpose? Do we need this device, or can it be eliminated?
    • Based on its use case, what kinds of security features are needed (e.g. secure print release)?
    • Are there any compliance requirements that need to be satisfied (e.g. PCI, ITAR, HIPAA)?
    • Based on its use case, what's the criticality of uptime?
    • What is this device's place in the organization's workflow? What are its dependencies?
    • With which systems is the device compatible? Is it compatible with the newer operating system versions? If not, determine whether the device is a refresh candidate.

    Input

    Output
    • Survey results and department requirements
    • List of current requirements

    Materials

    Participants

    • N/A
    • IT director
    • IT staff

    Identify your future requirements

    Prepare your printer fleet for future needs to avoid premature printer refreshes.

    Discussion activity:

    • Review the current requirements for each department's printers and discuss whether the requirements will meet the department's printing needs over the next 10 years.
    • What is this device going to be used for in the next 10 years?
    • Will use of this device be reduced by plans to increase workflow digitization?
    • Based on its use case, what kinds of features are needed?
    • Is this the right type of device for its purpose?
    • Based on its use case, what kinds of security features are needed?
    • Based on its use case, what is the criticality of uptime?
    • Is this device's place in the organization's workflow going to change? What are its dependencies?
    • Reassess your current requirements and make any changes necessary to accommodate for future requirements.

    Input

    Output
    • Discussion
    • List of future requirements

    Materials

    Participants

    • N/A
    • IT director
    • IT staff

    Examine requirements specific to your industry and workflow

    Some common examples of industries with specific printing requirements:

    • Healthcare
      • Ability to comply with HIPAA requirements
      • High availability and reliability with on-demand support and quick response times
      • Built-in accounting software for billing purposes
      • Barcode printing for hospital wristbands
      • Fax requirements
    • Manufacturing
      • Barcoding technology
      • Ability to meet regulations such as FDA requirements for the pharmaceutical industry
      • Ability to integrate with ERP systems
    • Education
      • Password protection for sensitive student information
      • Test grading solutions
      • Paper tests for accessibility needs

    Phase 2

    Vendor Selection, Evaluation, Acquisition

    Strategy & planning

    Vendor selection, evaluation, acquisition

    Implementation & Operation

    1.1 Create project charter and assign roles

    1.2 Assess current state

    1.3 Gather requirements

    2.1 Understand managed print services model

    2.2 Create RFP materials

    2.3 Leverage print management software

    3.1 Modify printer policies

    3.2 Measure project success

    3.3 Training & adoption

    3.4 Plan communication

    3.5 Prepare for continuous improvement

    Re-Envision Enterprise Printing

    • This phase will walk you through the following activities:
    • Define managed print services RFP requirement questions
    • Create managed print services RFP and scoring tool
    • Score the RFP responses

    This phase involves the following participants:

    • IT director/CIO
    • Business operations manager
    • Project manager

    Change your financial model

    The managed print services industry allows you to use a pay-as-you-go approach and right-size your print spend to the organization's needs.

    Avoid being locked into a long lease where the organization pays a fixed monthly fee whether the printer runs or not.

    Instead, treat enterprise printing as a service, like the soda pop machine in the break room, where the vendor is paid when the device is used. If the vending machine is broken, the vendor is not paid until the technician restores it to operability. Printers can work the same way.

    By moving to a per click/page financial model, the vendor installs and supports the devices and is paid whenever a user prints. Though the organization pays more on a per-click/page basis compared to a lease, the vendor is incentivized to right-size the printer footprint to the organization, and the organization saves on monthly recurring lease costs and maintenance costs.

    Right-size commitments: If the organization remains on a lease instead of pay-per-click model, it should right-size the commitment if printing drops below a certain volume. In the agreement, include a business downturn clause that allows the organization to right-size and protect itself in the event of negative growth.

    Understand the managed print services model and its cost savings

    Outsourcing print services can monitor and balance your printers and optimize your fleet for efficiency. Managed print services are most appropriate for:

    • Organizations engaging in high-volume, high-quality print jobs with growing levels of output.
    • Organizations with many customer-facing print jobs.

    There are three main managed printing service models. Sometimes, an easy switch from a level pay model to a pay-per-click model can result in substantial savings:

    Level Pay

    • Flat rate per month based on estimates.
    • Attempts to flatten IT's budgeting so printing costs are consistent every month or every year (for budgeting purposes). At the end of the year, the amount of supplies used is added up and compared with the initial estimates and adjusted accordingly.
    • The customer pays the same predictable fee each month every year, even if you don't meet the maximum print quantity for the pay. Increased upcharge for quantities exceeding maximum print quantity.

    Base Plus Click

    • Fixed base payment (lease or rental) + pay-per-sheet for services.
    • In addition to the monthly recurring base cost, you pay for what you use. This contract may be executed with or without a minimum monthly page commitment. Page count through remote monitoring technologies is typically required.

    Pay Per Click

    • Payment is solely based on printing usage.
    • Printing costs will likely be the lowest with this option, but also the most variable.
    • This option requires a minimum monthly page commitment and/or minimum term.

    Info-Tech Insight:

    Vendors typically do not like the pay-per-click option and will steer businesses away from it. However, this option holds the vendor accountable for the availability and reliability of your printers, and Info-Tech generally recommends this option.

    Compare financials of each managed print services option

    Your printing costs with a pay-per-click model are most reflective of your actual printer usage. Level pay tends to be more expensive, where you need to pay for overages but don't benefit from printing less than the maximum allocated.

    See the below cost comparison example with level pay set at a maximum of 120,000 impressions per month. In the level pay model, the organization was paying for 120,000 sheets in the month it only used 60,000 impressions, whereas it would have been able to pay just for the 60,000 sheets in the pay-per-click model.

    This image contains tables with the column headings: Impressions per month; Total Cost; Average Cost per Impression; for each of the following categories: Level Pay; Base Plus Click; Pay Per Click

    Financial comparison case study

    This organization compared estimated costs over a 36-month period for the base-plus-click and pay-per-page models for Toshiba E Studio 3515 AC Digital Color Systems.

    Base-plus-click model

    Monthly recurring cost

    Avg. impressions per month

    Monthly cost

    Monthly cost

    "Net pay per click"

    Cost over 36-month period

    A fixed lease cost each month, with an additional per click/page charge

    $924.00

    12,000 (B&W)

    $0.02 (B&W)

    $1,164.00 (B&W)

    $0.097 (B&W)

    $41,904 (B&W)

    5,500 (Color)

    $0.09 (Color)

    $495.00 (Color)

    $0.090 (Color)

    $17,820 (Color)

    Base-plus-click model

    Monthly recurring cost

    Avg. impressions per month

    Monthly cost

    Monthly cost

    "Net pay per click"

    Cost over 36-month period

    No monthly lease cost, only per-image charges

    0.00

    12,000 (B&W)

    $0.06 (B&W)

    $720.00 (B&W)

    $0.060 (B&W)

    $25,920 (B&W)

    5,500 (Color)

    $0.12 (Color)

    $660.00 (Color)

    $0.120 (Color)

    $23,760 (Color)

    Results

    Though the per-image cost for each image is lower in the base-plus-click model, the added monthly recurring costs for the lease means the "net pay per click" is higher.

    Overall, the pay-per-page estimate saved $10,044 over a 36-month period for this device.

    Bake continuing innovation into your requirements

    Once you are in the operation phase, you will need to monitor and analyze trends in company printing in order to make recommendations for the future and to identify areas for possible savings and/or asset optimization.

    Avoid a scenario where the vendor drops the printer in your environment and returns only for repairs. Engage the vendor in this continuous innovation work:

    In the managed services agreement, include a proviso for continuous innovation where the vendor has a contractual obligation to continually look at the business process flow and bring yearly proposals to show innovation (e.g. cost reductions; opportunities to reduce print, which allows the vendor to propose document management services and record keeping services). Leverage vendors who are building up capabilities to transform business processes to help with the heavy lifting.

    Establish a vision for the relationship that goes beyond devices and toner. The vendor can make a commitment to continuous management and constant improvement, instead of installing the devices and leaving. Ideally, this produces a mutually beneficial situation: The client asks the vendor to sell them ways to mature and innovate the business processes, while the vendor retains the business and potentially sells new services. In order to retain your business, the vendor must continue to learn and know about your business.

    The metric of success for your organization is the simple reduction in printed copies overall. The vendor success metric would be proposals that may combine hardware, software, and services that provide cost-effective reductions in print through document management and workflow processes. The vendors should be keen to build this into the relationship since the services delivery has a higher margin for them.

    Sample requirement wording:

    "Continuing innovation: The contractor initiates at least one (1) project each year of the contract that shows leadership and innovation in solutions and services for print, document management, and electronic recordkeeping. Bidders must describe a sample project in their response, planning for an annual investment of approximately 50 consulting hours and $10,000 in hardware and/or software."

    Reward the vendor for performance instead of "punishing" them for service failures

    Problem: Printer downtime and poor service is causing friction with your managed service provider (MSP).

    MSPs often offer clients credit requests (service credits) for their service failures, which are applied to the previous month's monthly recurring charge. They are applied to the last month's MRC (monthly reoccurring charges) at the end of term and then the vendor pays out the residual.

    However, while common, service credits are not always perceived to be a strong incentive for the provider to continually focus on improvement of mean time to respond or mean time to repair.

    Solution: Turn your vendor into a true partner by including an "earn back" condition in the contract.

    • Engage the vendor as a true partner within a relationship based upon service credits.
    • Suggest that the vendor include a minor change to the non-performance processes within the final agreement: the vendor implements an "earn back" condition in the agreement.
    • Where a bank of service credits exists because of non-performance, if the provider exceeds the SLA performance metrics for a number of consecutive months (two is common), then a given number of prior credits received by the client are returned to the provider as a reward for improved performance.
    • This can be a useful mechanism to drive improved performance.

    Leverage enterprise print management software

    Printers are commoditized and can come and go, but print management software enables the governance, compliance, savings and visibility necessary for the transformation

    • Printer management solutions range from tools bundled with ink-jet printers that track consumables' status, to software suites that track data for thousands of print devices.
    • Typically, these solutions arrive in enterprises as part of larger managed services printing engagements, bundled with hardware, financing, maintenance, and "services."
    • Bundling print management software means that customers very rarely seek to acquire printing management software alone.
    • Owing to the level of customization (billing, reporting, quotas, accounts, etc.) switching print management software solutions is also rare. The work you put into this software will remain with IT regardless of your hardware.
    • Durability of print management software is also influenced by the hardware- and technology-agnostic nature of the solutions (e.g. swapping one vendor's devices for another does not trigger anything more than a configuration change in print management software.)

    Include enterprise print management requirements in the RFP

    Ask respondents to describe their managed services capabilities and an optional on-premises, financed solution with these high-level capabilities.

    Select the appropriate type of print management software

    Vendor-provided solutions are adequate control for small organizations with simple print environments

    • Suitable for small organizations (<100 users).
    • Software included with print devices can pool print jobs, secure access, and centralize job administration.
    • Dealing with complex sales channels for third-party vendors is likely a waste of resources.

    SMBs with greater print control needs can leverage mid-level solutions to manage behavior

    • Suitable for mid-size organizations (<500 users).
    • Mid-level software can track costs, generate reports, and centralize management.
    • Solutions start at $500 but require additional per-device costs.

    Full control solutions will only attract large organizations with a mature print strategy

    • Full control solutions tend to be suitable for large organizations (>500 users) with complex print environments and advanced needs.
    • Full control software allows for absolute enforcement of printing policies and full control of printing.
    • Expect to spend thousands for a tailored solution that will save time and guide cost savings.

    Enterprise print management software features

    The feature set for these tools is long and comprehensive. The feature list below is not exhaustive, as specific tools may have additional product capabilities.

    Print Management Software Features

    Hardware-neutral support of all major printer types and operating systems (e.g. direct IP to any IPP-enabled printer along with typical endpoint devices) Tracking of all printing activity by user, client account, printer, and document metadata
    Secure print on demand (Secure print controls: User Authenticated Print Release, Pull Printing) Granular print cost/charging, allowing costs to be assigned on a per-printer basis with advanced options to charge different amounts based on document type (e.g. color, grayscale or duplex), page size, user or group
    Managed and secured mobile printing (iOS/Android), BYOD, and guest printing DaaS/VDI print support
    Printer installation discovery/enablement, device inventory/management Auditing/reporting, print audit trail using document attributes to manage costs/savings, enforce security and compliance with regulations and policies
    Monitoring print devices, print queues, provide notification of conditions Watermarking and/or timestamping to ensure integrity and confidentially/classification of printed documents some solutions support micro font adding print date, time, user id and other metadata values discreetly to a page preventing data leakage
    Active Directory integration or synchronization with LDAP user accounts Per-user quotas or group account budgets
    Ability to govern default print settings policies (B&W, double-sided, no color, etc.)

    Get to the managed print services RFP quicker

    Jumpstart your requirements process using these tools and exercises

    Vendor Assessment Questions

    Use Info-Tech's catalog of commonly used questions and requirements in successful acquisition processes for managed print services. Ask the right questions to secure an agreement that meets your needs. If you are already in a contract with managed print services, take the opportunity of contract renewal to improve the contract and service.

    RFP Template and "Schedule 1" Attachment

    Add your finalized assessment questions into this table, which you will attach to your RFP. The vendor answers questions in this "Schedule 1" attachment and returns it to you.

    RFP Scoring Tool

    Aggregate the RFP responses into this scoring tool to identify the frontrunners and candidates for elimination. Since the vendors are asked to respond in a standard format, it is easier to bring together all the responses to create a complete view of your options.

    Define RFP requirement questions

    Include the right requirements for your organization, and avoid leaving out important requirements that might have been overlooked.

    1. Download the Managed Print Services Vendor Assessment Questions tool. Use this document as a "shopping list" to jumpstart an initial draft of the RFP and, more importantly, scoring requirements.
    2. Review the questions in the context of your near- and long-term printer outsourcing needs. Consider your environment, your requirements, and goals. Include other viewpoints from the RACI chart from Phase 1.
    3. Place an 'X' in the first column to retain the question. Edit the wording of the question if required, based on your organizational needs.
    4. Use the second column to indicate which section of the RFP to include the question in.

    Input

    Output
    • Requirements from Phase 1.3
    • Completed list of requirement questions

    Materials

    Participants

    • Managed Print Services Vendor Assessment Questions tool
    • IT director/business operations
    • Other roles from the RACI chart completed in Phase 1

    Download the Managed Print Services Vendor Assessment Questions tool

    Create RFP scoring tool and RFP

    1. Enter the requirements questions into the scoring tool on Tabs 2 and 4.
    2. Tab 2: Create scoring column for each vendor. You will paste in their responses here.
    3. Edit Tabs 3 and 4 so they align with what you want the vendor to see. Copy and paste Tab 3 and Tab 4 into a new document, which will serve as a "Schedule 1" attachment to the RFP package the vendor receives.
    4. Complete the RFP template. Describe your current state and current printer hardware (documented in the earlier current-state assessment). Explain the rules of how to respond and how to fill out the Schedule 1 document. Instruct each vendor to fill in their responses to each question along with any notes, and to reply with a zip file that includes the completed RFP package along with any marketing material needed to support their response.
    5. Send a copy of the RFP and Schedule 1 to each vendor under consideration.

    Input

    Output
    • Completed list of requirement questions from previous activity
    • RFP Scoring tool
    • Completed RFP and schedule 1 attachment

    Materials

    Participants

    • Managed Print Services RFP Vendor Proposal Scoring Tool
    • Managed Print Services RFP
    • IT director/business operations

    Download the Managed Print Services RFP Vendor Proposal Scoring Tool

    Download the Managed Print Services RFP template

    Score RFP responses

    1. When the responses are returned, copy and paste each vendor's results from Schedule 1 into Tab 2 of the main scoring tool.
    2. Evaluate each RFP response against the RFP criteria based on the scoring scale.
    3. Send the completed scoring tool to the CIO.
    4. Set up a meeting to discuss the scores and generate shortlist of vendors.
    5. Conduct further interviews with shortlisted vendors for due diligence, pricing, and negotiation discussions.
    6. Once a vendor is selected, review the SLAs and contract and develop a transition plan.

    Input

    Output
    • Completed Managed Print Services RFP Vendor Proposal Scoring Tool
    • Shortlist or final decision on vendor

    Materials

    Participants

    • N/A
    • IT director/business operations

    Info-Tech Insight:

    The responses from the low-scoring vendors still have value: these providers will likely provide ideas that you can then leverage with your frontrunner, even if their overall proposal did not score highly.

    Phase 3

    Implementation & Operation

    Strategy & planning

    Vendor selection, evaluation, acquisition

    Implementation & Operation

    1.1 Create project charter and assign roles

    1.2 Assess current state

    1.3 Gather requirements

    2.1 Understand managed print services model

    2.2 Create RFP materials

    2.3 Leverage print management software

    3.1 Modify printer policies

    3.2 Measure project success

    3.3 Training & adoption

    3.4 Plan communication

    3.5 Prepare for continuous improvement

    Re-Envision Enterprise Printing

    This phase will walk you through the following activities:

    • Update your enterprise printer policies
    • Readminister end-user survey to measure project success

    This phase involves the following participants:

    • IT director/CIO
    • Business operations manager
    • Project manager

    Modify your printer policies

    Review and modify Info-Tech's Printer Policy Template to support your print reduction goals

    Consider that your goal is to achieve printer reduction. Discuss with your team how strict it needs to be to truly reset behavior with printers. Many organizations struggle with policy enforcement. Firm language in the policy may be required to achieve this goal. For example,

    • IT only supports the printers acquired through the managed print service. Personal desktop printers are not supported by IT. Expense statements will not be accepted for non-supported printers.
    • Create a procurement policy where all device requests need justification and approval by department managers and IT. Have a debate over what the extreme exceptions would be. Legitimate exceptions must go through a review and approval process.
    • Restrict color printing to external or customer-facing use cases.
    • Encourage digital or electronic solutions in lieu of hard copies (e.g. e-signatures and approval workflows; scanning; use of integrated enterprise applications like SharePoint).
    This is a screenshot of the Printer Policy Page Template

    Download the Printer Policy template

    Readminister the end-user survey

    You have already run this survey during the requirements-gathering phase. Run it again to measure success.

    The survey was run once prior to the changes being implemented to establish a baseline of user satisfaction and to gain insights into additional requirements.

    Several months after the initial rollout (90 days is typical to let the dust settle), resurvey the end users and publish or report to the administration success metrics (the current costs vs. the actual costs prior to the change).

    User satisfaction survey can be used to manage the vendor, especially if the users are less happy after the vendor touched their environment. Use this feedback to hold the provider to account for improvement.

    Input

    Output
    • Previous survey results
    • Changes to baseline satisfaction metrics

    Materials

    Participants

    • End-user survey from Phase 1
    • IT director
    • IT staff
    • Rest of organization

    Measure project success

    Revisit the pre-project metrics and goals and compare with your current metrics

    • Identify printers to consolidate or eliminate.
    • Update asset management system (enter software and hardware serial numbers or identification tags into configuration management system).
    • Reallocate/install printers across the organization.
    • Develop ongoing printer usage and cost reports for each department.
    • Review the end-user survey and compare against baseline.
    • Operate, validate, and distribute usage metrics/chargeback to stakeholders.
    • Audit and report on environmental performance and sustainability performance to internal and external bodies, as required.
    • Write and manage knowledgebase articles.
    • Monitor and analyze trends in company printing in order to make recommendations for the future and to identify areas for possible savings and/or asset optimization.

    Metrics could include

    • User satisfaction
    • Print services net promoter model
    • Total printing costs
    • Printer availability (uptime)
    • Printer reliability (mean time between failures)
    • Total number of reported incidents
    • Mean time for vendor to respond and repair

    Support training and adoption

    Train users on self-support

    Prepare troubleshooting guides and step-by-step visual aid posters for the print areas that guide users to print, release, and find their print jobs and fix common incidents on their own. These may include:

    • The name of this printer location and the names of the others on that floor.
    • How to enter a PIN to release a print job.
    • How to fix a paper jam.
    • How to empty the paper tray.
    • How to log a service ticket if all other steps are exhausted.

    Educate users to use print area wisely

    • Inform users what to do if other print jobs appear to be left behind in the printer area.
    • Display guidelines on printer location alternatives in case of a long line.
    • Display suggestions on maximum recommended time to spend on a job in the event other users are waiting.

    Develop campaign to promote paperless culture

    Ensure business leadership and end users remain committed to thinking before they print.

    • Help your users avoid backsliding by soliciting feedback on the new printer areas.
    • Ensure timely escalation of service tickets to the vendor.
    • Support efforts by the business to seek out business process modernization opportunities whenever possible.

    Plan persuasive communication strategies

    Identify cost-saving opportunities and minimize complaints through persuasive communication

    Solicit the input of end users through surveys and review comments.

    Common complaints Response

    Consider the input of end users when making elimination and consolidation decisions and communicate IT's justification for each end user's argument to keep their desktop printers.

    "I don't trust network storage. I want physical copies." Explain the security and benefits of content management systems.
    "I use my desktop a lot. I need it." Explain the cost benefits of printing on cheaper network MFPs, especially if they print in large quantities.
    "I don't use it a lot, so it's not costly." It's a waste of money to maintain and power underused devices.
    "I need security and confidentiality." MFPs have biometric and password-release functions, which add an increased layer of security.
    "I need to be able to print from home." Print drivers and networked home printers can be insecure devices and attack vectors.
    "I don't have time to wait." Print jobs in queue can be released when users are at the device.
    "I don't want to walk that far." Tell the end user how many feet the device will be within (e.g. 50 feet). It is not usually very far.

    Implement a continual improvement plan to achieve long-term enterprise print goals

    Implement a continual improvement plan for enterprise printing:

    • Develop a vendor management plan:
      • In order to govern SLAs and manage the vendor, ensure that you can track printer-related tickets even if the device is now supported by managed print services.
      • Ensure that printer service tickets sent from the device to the vendor are also reconciled in your ITSM tool. Require the MSP to e-bond the ticket created within their own device and ticketing system back to you so you can track it in your own ITSM tool.
      • Every two months, validate service credits that can be returned to the vendor for exceeding SLA performance metrics.
      • Monitor the impact of their digital transformation strategies. Develop a cadence to review the vendor's suggestions for innovation opportunities.
    • Operate, validate, and distribute usage and experience metrics/chargeback to stakeholders.
    • Monitor and analyze trends in company printing.
    This is a graph which demonstrates the process of continual improvement through Standardization. It depicts a graph with Time as the X axis, and Quality Management as the Y axis. A grey circle with the words: ACT; PLAN; CHECK; DO, moving from the lower left part of the graph to the upper right, showing that standardization improves Quality Management.

    Summary of Accomplishment

    Problem Solved

    You have now re-envisioned your enterprise print environment by documenting your current printer inventory and current cost and usage. You also have hard inventory and usage data benchmarks that you can use to measure the success of future initiatives around digitalization, going paperless, and reducing print cost.

    You have also developed a plan to go to market and become a consumer of managed print services, rather than a provider yourself. You have established a reusable RFP and requirements framework to engage a managed print services vendor who will work with you to support your continuous improvement plans.

    Return to the deliverables and advice in this blueprint to reinforce the organization's message to end users on when, where, and how to print. Ideally, this project has helped you go beyond a printer refresh – but rather served as a means to change the printing culture at your organization.

    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

    Bibliography

    Fernandes, Louella. "Quocirca Managed Services Print Market, 2021." Quocirca, 25 Mar. 2021. Accessed 12 Oct. 2021.

    McInnes, Angela. "No More Photocopies, No More Ink: Thames Valley Schools Run Out of Toner." CBC, 21 Oct. 2021. Web.

    "Paper and Paperboard: Material-Specific Data." EPA, 15 Dec. 2020. Accessed 15 Oct. 2021.

    State of Washington, House of Representatives. "State Agencies – Paper Conservation and Recycling." 61st Legislature, Substitute House Bill 2287, Passed 20 April 2009.

    Sugihara, Azusa. "Pandemic Shreds Office Paper Demand as Global Telework Unfolds." Nikkei Asia, 18 July 2020. Accessed 29 Sept. 2021.

    "Paper Reduction." University of Washington, n.d. Accessed 28 Oct. 2021.

    "What is MPS?" University of Washington, n.d. Accessed 16 Mar. 2022.

    Research contributors

    Jarrod Brumm
    Senior Digital Transformation Consultant

    Jacques Lirette
    President, Ditech Testing

    3 anonymous contributors

    Info-Tech Research Group Experts

    Allison Kinnaird, Research Director & Research Lead
    Frank Trovato, Research Director

    Develop a Project Portfolio Management Strategy

    • Buy Link or Shortcode: {j2store}331|cart{/j2store}
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    • Parent Category Name: Project Management Office
    • Parent Category Link: /project-management-office
    • As an IT leader, you oversee a project environment in which the organizational demand for new products, services, and enhancements far outweighs IT’s resource capacity to adequately deliver on everything.
    • As a result, project throughput suffers. IT starts a lot of projects, but has constant difficulties delivering the bulk of them on time, on budget, in scope, and of high quality. What’s more, many of the projects that consume IT’s time are of questionable value to the business.
    • You need a project portfolio management (PPM) strategy to help bring order to IT’s project activity. With the right PPM strategy, you can ensure that you’re driving the throughput of the best projects and maximizing stakeholder satisfaction with IT.

    Our Advice

    Critical Insight

    • IT leaders commonly conflate PPM and project management, falsely believing that they already have a PPM strategy via their project management playbook. While the tactical focus of project management can help ensure that individual projects are effectively planned, executed, and closed, it is no supplement for the insight into “the big picture” that a PPM strategy can provide.
    • Many organizations falter at PPM by mistaking a set of processes for a strategy. While processes are no doubt important, without an end in mind – such as that provided by a deliberate strategy – they inevitably devolve into inertia or confusion.
    • Executive layer buy-in is a critical prerequisite for the success of a PPM strategy. Without it, any efforts to reconcile supply and demand, and improve the strategic value of IT’s project activity, could be quashed by irresponsible, non-compliant stakeholders.

    Impact and Result

    • Manage the portfolio as more than just the sum of its parts. Create a coherent strategy to maximize the sum of values that projects deliver as a whole – as a project portfolio, rather than a collection of individual projects.
    • Get to value early. Info-Tech’s methodology tackles one of PPM’s most pressing challenges upfront by helping you to articulate a strategy and get executive buy-in for it before you define your process goals. When senior management understands why a PPM strategy is necessary and of value to them, the path to implementation is much more stable.
    • Create PPM processes you can sustain. Translate your PPM strategy into specific, tangible near-term and long-term goals, which are realized through a suite of project portfolio management processes tailored to your organization and its culture.

    Develop a Project Portfolio Management Strategy Research & Tools

    Start here – read the Executive Brief

    Read our concise Executive Brief to find out why you should develop a project portfolio management 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:

    • Develop a Project Portfolio Management Strategy – Executive Brief
    • Develop a Project Portfolio Management Strategy – Phases 1-3

    1. Get executive buy-in for your PPM strategy

    Choose the right PPM strategy for your organization and get executive buy-in before you start to set PPM process goals.

    • Develop a Project Portfolio Management Strategy – Phase 1: Get Executive Buy-In for Your PPM Strategy
    • PPM High-Level Supply-Demand Calculator
    • PPM Strategic Plan Template
    • PPM Strategy-Process Goals Translation Matrix Template

    2. Align PPM processes to your strategic goals

    Use the advice and tools in this phase to align the PPM processes that make up the infrastructure around projects with your new PPM strategy.

    • Develop a Project Portfolio Management Strategy – Phase 2: Align PPM Processes to Your Strategic Goals
    • PPM Strategy Development Tool

    3. Complete your PPM strategic plan

    Refine your PPM strategic plan with inputs from the previous phases by adding a cost-benefit analysis and PPM tool recommendation.

    • Develop a Project Portfolio Management Strategy – Phase 3: Complete Your PPM Strategic Plan
    • Project Portfolio Analyst / PMO Analyst
    [infographic]

    Workshop: Develop a Project Portfolio Management 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 Get Executive Buy-In for Your PPM Strategy

    The Purpose

    Choose the right PPM strategy for your organization and ensure executive buy-in.

    Set process goals to address PPM strategic expectations and steer the PPM strategic plan.

    Key Benefits Achieved

    A right-sized PPM strategy complete with executive buy-in for it.

    A prioritized list of PPM process goals.

    Activities

    1.1 Assess leadership mandate.

    1.2 Determine potential resource capacity.

    1.3 Create a project inventory.

    1.4 Prepare to communicate your PPM strategy to key stakeholders.

    1.5 Translate each strategic goal into process goals.

    1.6 Set metrics and preliminary targets for PPM process goals.

    Outputs

    Choice of PPM strategy and the leadership mandate

    Analysis of current project capacity

    Analysis of current project demand

    PPM Strategic Plan – Executive Brief

    PPM strategy-aligned process goals

    Metrics and long-term targets for PPM process goals

    2 Align PPM Processes to Your Strategic Goals

    The Purpose

    Examine your current-state PPM processes and create a high-level description of the target-state process for each of the five PPM processes within Info-Tech’s PPM framework.

    Build a sound business case for implementing the new PPM strategy by documenting roles and responsibilities for key PPM activities as well as the time costs associated with them.

    Key Benefits Achieved

    Near-term and long-term goals as well as an organizationally specific wireframe for your PPM processes.

    Time cost assumptions for your proposed processes to ensure sustainability.

    Activities

    2.1 Develop and refine the project intake, prioritization, and approval process.

    2.2 Develop and refine the resource management process.

    2.3 Develop and refine the portfolio reporting process.

    2.4 Develop and refine the project closure process

    2.5 Develop and refine the benefits realization process.

    Outputs

    Process capability level

    Current-state PPM process description

    Retrospective examination of the current-state PPM process

    Action items to achieve the target states

    Time cost of the process at current and target states

    3 Complete Your PPM Strategic Plan

    The Purpose

    Perform a PPM tool analysis in order to determine the right tool to support your processes.

    Estimate the total cost-in-use of managing the project portfolio, as well as the estimated benefits of an optimized PPM strategy.

    Key Benefits Achieved

    A right-sized tool selection to help support your PPM strategy.

    A PPM strategy cost-benefit analysis.

    Activities

    3.1 Right-size the PPM tools for your processes.

    3.2 Conduct a cost-benefit analysis of implementing the new PPM strategy.

    3.3 Define roles and responsibilities for the new processes.

    3.4 Refine and consolidate the near-term action items into a cohesive plan.

    Outputs

    Recommendation for a PPM tool

    Cost-benefit analysis

    Roles and responsibilities matrix for each PPM process

    An implementation timeline for your PPM strategy

    Further reading

    Develop a Project Portfolio Management Strategy

    Drive IT project throughput by throttling resource capacity.

    Analyst Perspective

    “Tactics without strategy is the noise before defeat.” – Sun Tzŭ

    "Organizations typically come to project portfolio management (PPM) with at least one of two misconceptions: (1) that PPM is synonymous with project management and (2) that a collection of PPM processes constitutes a PPM strategy.

    Both foundations are faulty: project management and PPM are separate disciplines with distinct goals and processes, and a set of processes do not comprise a strategy – they should flow from a strategy, not precede one. When built upon these foundations, the benefits of PPM go unrealized, as the means (i.e. project and portfolio processes) commonly eclipse the ends of a PPM strategy – e.g. a portfolio better aligned with business goals, improved project throughput, increased stakeholder satisfaction, and so on.

    Start with the end in mind: articulate a PPM strategy that is truly project portfolio in nature, i.e. focused on the whole portfolio and not just the individual parts. Then, let your PPM strategy guide your process goals and help to drive successful outcomes, project after project." (Barry Cousins, Senior Director of Research, PMO Practice, Info-Tech Research Group)

    Our understanding of the problem

    This Research Is Designed For:

    • CIOs who want to maximize IT’s fulfillment of both business strategic goals and operational needs.
    • CIOs who want to better manage the business and project sponsors’ expectations and satisfaction.
    • CIOs, PMO directors, and portfolio managers who want a strategy to set the best projects for the highest chance of success.

    This Research Will Help You:

    • Get C-level buy-in on a strategy for managing the project portfolio and clarify their expectations on how it should be managed.
    • Draft strategy-aligned, high-level project portfolio management process description.
    • Put together a strategic plan for improving PPM processes to reclaim wasted project capacity and increase business satisfaction of IT.

    This Research Will Also Assist:

    • Steering committee and C-suite management who want to maximize IT’s value to business.
    • Project sponsors who seek clarity and fairness on pushing their projects through a myriad of priorities and objectives.
    • CIOs, PMO directors, and portfolio managers who want to enable data-driven decisions from the portfolio owners.

    This Research Will Help Them:

    • Optimize IT’s added value to the business through project delivery.
    • Provide clarity on how IT’s project portfolio should be managed and the expectations for its management.
    • Improve project portfolio visibility by making trustworthy project portfolio data available, with which to steer the portfolio.

    Executive Summary

    Situation

    • As CIO, there are too many projects and not enough resource capacity to deliver projects on time, on budget, and in scope with high quality.
    • Prioritizing projects against one another is difficult in the face of conflicting priorities and agenda; therefore, projects with dubious value/benefits consume resource capacity.

    Complication

    • Not all IT projects carry a direct value to business; IT is accountable for keeping the lights on and it consumes a significant amount of resources.
    • Business and project sponsors approve projects without considering the scarcity of resource capacity and are frustrated when the projects fail to deliver or linger in the backlog.

    Resolution

    • Create a coherent strategy to maximize the total value that projects deliver as a whole portfolio, rather than a collection of individual projects.
    • Ensure that the steering committee or senior executive layer buys into the strategy by helping them understand why the said strategy is necessary, and more importantly, why the strategy is valuable to them.
    • Translate the strategic expectations to specific, tangible goals, which are realized through a suite of project portfolio management processes tailored to your organization and its culture.
    • Putting into place people, processes, and tools that are sustainable and manageable, plus a communication strategy to maintain the stakeholder buy-in.

    Info-Tech Insight

    1. Time is money; therefore, the portfolio manager is an accountant of time. It is the portfolio manager’s responsibility to provide the project portfolio owners with reliable data and close the loop on portfolio decisions.
    2. Business satisfaction is driven by delivering projects that align to and maximize business value. Use Info-Tech’s method for developing a PPM strategy and synchronize its definition of “best projects” with yours.

    Projects that deliver on strategic goals of the business is the #1 driver of business satisfaction for IT

    Info-Tech’s CIO Business Vision Survey (N=21,367) has identified a direct correlation between IT project success and overall business satisfaction with IT.

    Comparative rankings of IT services in two columns 'Reported Importance' and 'Actual Importance' with arrows showing where each service moved to in the 'Actual Importance' ranking. The highlighted move is 'Projects' from number 10 in 'Reported' to number 1 in 'Actual'. 'Reported' rankings from 1 to 12 are 'Network Infrastructure', 'Service Desk', 'Business Applications', 'Data Quality', Devices', 'Analytical Capability', 'Client-Facing Technology', 'Work Orders', 'Innovation Leadership', 'Projects', 'IT Policies', and 'Requirements Gathering'. 'Actual' rankings from 1 to 12 are 'Projects', 'Work Orders', 'Innovation Leadership', 'Business Applications', 'Requirements Gathering', 'Service Desk', 'Client-Facing Technology', 'Network Infrastructure', 'Analytical Capability', 'Data Quality', 'IT Policies', and 'Devices'.

    Reported Importance: Initially, when CIOs were asked to rank the importance of IT services, respondents ranked “projects” low on the list – 10 out of a possible 12.

    Actual Importance: Despite this low “reported importance,” of those organizations that were “satisfied” to “fully satisfied” with IT, the service that had the strongest correlation to high business satisfaction was “projects,” i.e. IT’s ability to help plan, support, and execute projects and initiatives that help the business achieve its strategic goals.

    On average, executives perceive IT as being poorly aligned with business strategy

    Info-Tech’s CIO Business Vision Survey data highlights the importance of IT projects in supporting the business achieve its strategic goals. However, Info-Tech’s CEO-CIO Alignment Survey (N=124) data indicates that CEOs perceive IT to be poorly aligned to business’ strategic goals:

    • 43% of CEOs believe that business goals are going unsupported by IT.
    • 60% of CEOs believe that improvement is required around IT’s understanding of business goals.
    • 80% of CIOs/CEOs are misaligned on the target role for IT.
    • 30% of business stakeholders* are supporters of their IT departments.
    • (Source: Info-Tech CIO/CEO Alignment Diagnostics, * N=32,536)

    Efforts to deliver on projects are largely hampered by causes of project failure outside a project manager’s control

    The most recent data from the Project Management Institute (PMI) shows that more projects are meeting their original goals and business intent and less projects are being deemed failures. However, at the same time, more projects are experiencing scope creep. Scope creeps result in schedule and cost overrun, which result in dissatisfied project sponsors, stakeholders, and project workers.

    Graph of data from Project Management Institute comparing projects from 2015 to 2017 that 'Met original goals/business intent', 'Experienced scope creep', and were 'Deemed failures'. Projects from the first two categories went up in 2017, while projects that were deemed failures went down.

    Meanwhile, the primary causes of project failures remain largely unchanged. Interestingly, most of these primary causes can be traced to sources outside of a project manager’s control, either entirely or in part. As a result, project management tactics and processes are limited in adequately addressing them.

    Relative rank

    Primary cause of project failure

    2015

    2016

    2017

    Trend

    Change in organization's priorities 1st 1st 1st Stable
    Inaccurate requirements gathering 2nd 3rd 2nd Stable
    Change in project objectives 3rd 2nd 3rd Stable
    Inadequate vision/goal for project 6th 5th 4th Rising
    Inadequate/poor communication 5th 7th 5th Stable
    Poor change management 11th 9th 6th Rising
    (Source: Project Management Institute, Pulse of the Profession, 2015-2017)

    Project portfolio management (PPM) can improve business alignment of projects and reduce chance of project failure

    PPM is about “doing the right things.”

    The PMI describes PPM as:

    Interrelated organizational processes by which an organization evaluates, selects, prioritizes, and allocates its limited internal resources to best accomplish organizational strategies consistent with its vision, mission, and values. (PMI, Standard for Portfolio Management, 3rd ed.)

    Selecting and prioritizing projects with the strongest alignment to business strategy goals and ensuring that resources are properly allocated to deliver them, enable IT to:

    1. Improve business satisfaction and their perception of IT’s alignment with the business.
    2. Better engage the business and the project customers.
    3. Minimize the risk of project failure due to changing organizational/ project vision, goals, and objectives.

    "In today’s competitive business environment, a portfolio management process improves the linkage between corporate strategy and the selection of the ‘right’ projects for investment. It also provides focus, helping to ensure the most efficient and effective use of available resources." (Lou Pack, PMP, Senior VP, ICF International (PMI, 2015))

    PPM is a common area of shortcomings for IT, with much room for improvement

    Info-Tech’s IT Management & Governance Survey (N=879) shows that PPM tends to be regarded as neither an effective nor an important process amongst IT organizations.

    Two deviation from median charts highlighting Portfolio Management's ranking compared to other IT processes in 'Effectiveness scores' and 'Importance scores'. PPM ranks 37th out of 45 in Effectiveness and 33rd out of 45 in Importance.

    55% ... of IT organizations believe that their PPM processes are neither effective nor important.

    21% ... of IT organizations reported having no one responsible or accountable for PPM.

    62% ... of projects in organizations effective in PPM met/exceeded the expected ROI (PMI, 2015).

    In addition to PPM’s benefits, improving PPM processes presents an opportunity for getting ahead of the curve in the industry.

    Info-Tech’s methodology for developing a PPM strategy delivers extraordinary value, fast

    Our methodology is designed to tackle your hardest challenge first to deliver the highest-value part of the deliverable. For developing a PPM strategy, the biggest challenge is to get the buy-in of the executive layer.

    "Without senior management participation, PPM doesn’t work, and the organization is likely to end up with, or return to, a squeaky-wheel-gets-the-grease mindset for all those involved." (Mark Price Perry, Business Driven Project Portfolio Management)

    In the first step of the blueprint, you will be guided through the following steps:

    1. Choose the right PPM strategy: driven by the executives, supported by management.
    2. Objectively assess your current project portfolio with minimal effort to build a case for the PPM strategy.
    3. Engage the executive layer to get the critical prerequisite of a PPM strategy: their buy-in.

    A PPM strategic plan is the end deliverable of this blueprint. In the first step, download the pre-filled template with content that represents the most common case. Then, throughout the blueprint, customize with your data.

    Use this blueprint to develop, or refine, a PPM strategy that works for your organization

    Get buy-in for PPM strategy from decision makers.

    Buy-in from the owners of project portfolio (Steering Committee, C-suite management, etc.) is a critical prerequisite for any PPM strategy. This blueprint will give you the tools and templates to help you make your case and win the buy-in of portfolio owners.

    Connect strategic expectations to PPM process goals.

    This blueprint offers a methodology to translate the broad aim of PPM to practical, tactical goals of the five core PPM processes, as well as how to measure the results. Our methodology is supported with industry-leading frameworks, best practices, and our insider research.

    Develop your PPM processes.

    This blueprint takes you through a series of steps to translate the process goals into a high-level process description, as well as a business case and a roadmap for implementing the new PPM processes.

    Refine your PPM processes.

    Our methodology is also equally as applicable for making your existing PPM processes better, and help you draft a roadmap for improvement with well-defined goals, roles, and responsibilities.

    Info-Tech’s PPM model consists of five core processes

    There are five core processes in Info-Tech’s thought model for PPM.

    Info-Tech's Process Model detailing the steps and their importance in project portfolio management. Step 3: 'Status and Progress Reporting' sits above the others as a process of importance throughout the model. In the 'Intake' phase of the model are Step 1: 'Intake, Approval, and Prioritization' and Step 2: 'Resource Management'. In the 'Execution' phase is 'Project Management', the main highlighted section, and a part of Step 3, the overarching 'Status and Progress Reporting'. In the 'Closure' phase of the model are Step 4: 'Project Closure' and Step 5: 'Benefits Tracking'.

    These processes create an infrastructure around projects, which aims to enable:

    1. Initiation of the “best” projects with the right resources and project information.
    2. Timely and trustworthy reporting to facilitate the flow of information for better decision making.
    3. Proper closure of projects, releasing resources, and managing benefits realization.

    PPM has many moving pieces. To ensure that all of these processes work in harmony, you need a PPM strategy.

    De-couple project management from PPM to break down complexity and create flexibility

    Tailor project management (PM) processes to fit your projects.

    Info-Tech’s PPM thought model enables you to manage your project portfolio independent of your PM methodology or capability. Projects interact with PPM via:

    • A project charter that authorizes the use of resources and defines project benefits.
    • Status reports that feed up-to-date, trustworthy data to your project portfolio.
    • Acceptance of deliverables that enable proper project closure and benefits reporting.

    Info-Tech’s PPM strategy is applicable whether you use Agile, waterfall, or anything in between for PM.

    The process model from the previous page but with project management processes overlaid. The 'Intake' phase is covered by 'Project Charter'. The 'Execution' phase, or 'Project Management' is covered by 'Status report'. The 'Closure' phase is covered by 'Deliverable Acceptance'.

    Learn about project management approach for small projects in Info-Tech’s Tailor PM Processes to Fit Your Projects blueprint.

    Sample of the Info-Tech blueprint 'Tailor PM Processes to Fit Your Projects'.

    Info-Tech’s approach to PPM is informed by industry best practices and rooted in practical insider research

    Info-Tech uses PMI and ISACA frameworks for areas of this research.

    Logo for 'Project Management Institute (PMI)'.' Logo for 'COBIT 5 an ISACA Framework'.
    PMI’s Standard for Portfolio Management, 3rd ed. is the leading industry framework, proving project portfolio management best practices and process guidelines. COBIT 5 is the leading framework for the governance and management of enterprise IT.

    In addition to industry-leading frameworks, our best-practice approach is enhanced by the insights and guidance from our analysts, industry experts, and our clients.

    Logo for 'Info-Tech Research Group'.

    33,000+ Our peer network of over 33,000 happy clients proves the effectiveness of our research.

    1000+ Our team conducts 1,000+ hours of primary and secondary research to ensure that our approach is enhanced by best practices.

    Re-position IT as the “facilitator of business projects” for PPM success

    CASE STUDY

    Industry: Construction
    Source: Info-Tech Client

    Chaos in the project portfolio

    At first, there were no less than 14 teams of developers, each with their own methodologies and processes. Changes to projects were not managed. Only 35% of the projects were completed on time.

    Business drives, IT facilitates

    Anyone had the right to ask for something; however, converting ideas to a formal project demand required senior leadership within a business division getting on board with the idea.

    The CIO and senior leadership decided that projects, previously assigned to IT, were to be owned and driven by the business, as the projects are undertaken to serve its needs and rarely IT’s own. The rest of the organization understood that the business, not IT, was accountable for prioritizing project work: IT was re-positioned as a facilitator of business projects. While it was a long process, the result speaks for itself: 75% of projects were now being completed on time.

    Balancing the target mix of the project portfolio

    What about maintaining and feeding the IT infrastructure? The CIO reserved 40% of IT project capacity for “keeping the lights on,” and 20% for reactive, unplanned activities, with an aim to lower this percentage. With the rest of the time, IT facilitated business projects

    Three key drivers of project priority

    1. Does the project meet the overall company goals and objectives?
      “If they don't, we must ask why we are bothering with it.”
    2. Does the project address a regulatory or compliance need?
      “Half of our business is heavily regulated. We must focus on it.”
    3. Are there significant savings to be had?
      “Not soft; hard savings. Can we demonstrate that, after implementing this, can we see good hard results? And, can we measure it?”

    "Projects are dumped on IT, and the business abdicates responsibility. Flip that over, and say ‘that's your project’ and ‘how can we help you?’"

    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

    Develop a PPM strategy – project overview

    1. Get executive buy-in for your PPM strategy

    2. Align PPM processes to your strategic goals

    3. Complete your PPM strategic plan

    Supporting Tool icon

    Best-Practice Toolkit

    1.1 Choose the right PPM strategy for your organization

    1.2 Translate PPM strategy expectations to specific process goals

    2.1 Develop and refine project intake, prioritization, and resource management processes

    2.2 Develop and refine portfolio reporting, project closure, and benefits realization processes

    3.1 Select a right-sized PPM solution for supporting your new processes

    3.2 Finalize customizing your PPM Strategic Plan Template

    Guided Implementations

    • Scoping call: discuss current state of PPM and review strategy options.
    • How to wireframe realistic process goals, rooted in your PPM strategic expectations, that will be sustained by the organization.
    • Examine your current-state PPM process and create a high-level description of the target-state process for each of the five PPM processes (1-2 calls per each process).
    • Assess your PPM tool requirements to help support your processes.
    • Determine the costs and potential benefits of your PPM practice.
    Associated Activity icon

    Onsite Workshop

    Module 1:
    Set strategic expectations and realistic goals for the PPM strategy
    Module 2:
    Develop and refine strategy-aligned PPM processes
    Module 3:
    Compose your PPM strategic plan
    Phase 1 Outcome:
    • Analysis of the current state of PPM
    • Strategy-aligned goals and metrics for PPM processes
    Phase 2 Outcome:
    • PPM capability levels
    • High-level descriptions of near- and long-term target state
    Phase 3 Outcome:
    • PPM tool recommendations
    • Cost-benefit analysis
    • Customized PPM strategic plan

    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

    Get leadership buy-in for PPM strategy Set PPM process goals and metrics with strategic expectations Develop and Refine PPM processes Develop and Refine PPM processes Complete the PPM strategic plan

    Activities

    • 1.1 Assess leadership mandate.
    • 1.2 Determine potential resource capacity.
    • 1.3 Create a project inventory.
    • 1.4 Communicate your PPM strategy to key stakeholders.
    • 2.1 Translate each strategic goal into process goals.
    • 2.2 Set metrics and preliminary targets for PPM process goals.
    • 3.1 Develop and refine the project intake, prioritization, and approval process.
    • 3.2 Develop and refine the resource management process.
    • 4.1 Develop and refine the portfolio reporting process.
    • 4.2 Develop and refine the project closure process.
    • 4.3 Develop and refine the benefits realization process.
    • 5.1 Right-size the PPM tools for your processes.
    • 5.2 Conduct a cost-benefit analysis of implementing the new PPM strategy.
    • 5.3 Define roles and responsibilities for the new processes.

    Deliverables

    1. Choice of PPM strategy and the leadership mandate
    2. Analysis of current project capacity
    3. Analysis of current project demand
    4. PPM Strategic Plan – Executive Brief
    1. PPM strategy-aligned process goals
    2. Metrics and long-term targets for PPM process goals
      For each of the five PPM processes:
    1. Process capability level
    2. Current-state PPM process description
    3. Retrospective examination of the current-state PPM process
    4. Action items to achieve the target states
    5. Time cost of the process at current and target states
    1. Recommendation for a PPM tool
    2. Cost-benefit analysis
    3. Roles and responsibilities matrix for each PPM process

    Develop a Project Portfolio Management Strategy

    PHASE 1

    Get Executive Buy-In for Your PPM Strategy

    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: Get executive buy-in for your PPM strategy

    Proposed Time to Completion: 2 weeks
    Step 1.1: Choose the right PPM strategy Step 1.2: Translate strategic expectations to process goals
    Start with an analyst kick-off call:
    • Scoping call to discuss the current state of PPM and review strategy options.
    Work with an analyst to:
    • Discuss how to wireframe realistic process goals, rooted in your PPM strategic expectations, that will be sustained by the organization.
    Then complete these activities…
    • Execute a leadership mandate survey.
    • Perform a high-level supply/demand analysis.
    • Prepare an executive presentation to get strategy buy-in.
    Then complete these activities…
    • Develop realistic process goals based in your PPM strategic expectations.
    • Set metrics and preliminary targets for your high-priority PPM process goals.
    With these tools & templates:
    • PPM High-Level Supply/Demand Calculator
    • PPM Strategic Plan Template
    With these tools & templates:
    • PPM Strategy-Process Translation Matrix

    Phase 1 Results & Insights

    • Executive layer buy-in is a critical prerequisite for the success of a top-down PPM strategy. Ensure your executives are onboard before proceeding to implement your PPM strategy.

    Prepare to get to value early with step 1.1 of this blueprint

    The first step of this blueprint will help you define your PPM strategy and get executive buy-in for it using section one of Info-Tech’s PPM Strategic Plan Template.

    Where traditional models of consulting can take considerable amounts of time before delivering value to clients, Info-Tech’s methodology for developing a PPM strategy gets you to value fast.

    In the first step of this blueprint, you will define your PPM strategy and prepare an executive presentation to get buy-in for the strategy. The presentation can be prepared in just a few hours.

    • The activities in step 1.1 of this blueprint will help you customize the slides in section 1 of Info-Tech’s PPM Strategic Plan Template.
    • Section one of the Template will then serve as your presentation document.

    Once you have received buy-in for your PPM strategy, the remainder of this blueprint will help you customize section 2 of the Template.

    • Section 2 of the Template will communicate:
      • Your processes and process goals.
      • Your near-term and long-term action items for implementing the strategy.
      • Your PPM tool requirements.
      • The costs and benefits of your PPM strategy.

    Download Info-Tech’s PPM Strategic Plan Template.

    Sample of Info-Tech's 'PPM Strategic Plan Template.'

    Step 1.1: Choose the right PPM strategy for your organization

    PHASE 1

    PHASE 2

    PHASE 3

    1.1 1.2 2.1 2.2 3.1 3.2
    Choose the right PPM strategy Translate strategy into process goals Define intake & resource mgmt. processes Define reporting, closure, & benefits mgmt. processes Select a right-sized PPM solution Finalize your PPM strategic plan

    This step will walk you through the following activities:

    • Perform a leadership mandate survey.
    • Choose your PPM strategy.
    • Calculate your resource capacity for projects.
    • Determine overall organizational demand for projects.
    • Prepare an executive presentation of the PPM strategy.

    This step involves the following participants:

    • CIO
    • PMO Director/Portfolio Manager
    • Project Managers
    • IT Managers

    Outcomes of this step

    • A PPM strategy
    • A resource supply/project demand analysis
    • An executive brief presentation
    • Executive buy-in for the PPM strategy

    “Too many projects, not enough resources” is the reality of most IT environments

    In today’s organizations, the desires of business units for new products and enhancements, and the appetites of senior leadership to approve more and more projects for those products and services, far outstrips IT’s ability to realistically deliver on everything.

    The vast majority of IT departments lack the resourcing to meet project demand – especially given the fact that day-to-day operational demands frequently trump project work.

    As a result, project throughput suffers – and with it, IT's reputation within the organization.

    A visualization of 'Project Demand' versus 'Resource supply' utilizing courtroom scales with numerous project titles weighing down the 'Project Demand' side and silhouettes of three little people raised aloft on the 'Resource supply' side.

    In these environments, a PPM strategy is required.

    A PPM strategy should enable executive decision makers to make sense of the excess of demand and give IT the ability to prioritize those projects that are of the most strategic value to the business.

    With the right PPM strategy, IT can improve project outcomes across its portfolio and drive business value – all while improving the workloads of IT project staff.

    Info-Tech has two PPM strategy options that you can start to deploy today

    This step will help you choose the most suitable option, depending on your project pain points and current level of executive engagement in actively steering the portfolio.

    Option A:
    Top-Down, Executive Driven Strategy

    Option B:
    Bottom-Up, Project Manager Driven Strategy

    Goals of this approach:
    • This approach is intended to assist decision makers in their job: choosing the right projects, committing to timelines for those projects, and monitoring/directing their progress.
    Goals of this approach:
    • This approach is primarily intended to ensure that projects are well managed in a standardized manner in order to provide project managers with clear direction.
    Who this approach is for:
    • IT departments looking to improve alignment of project demand and resource capacity.
    • IT departments wanting to prioritize strategically valuable work.
    • IT departments with sufficient executive backing and engagement with the portfolio.
    Who this approach is for:
    • IT departments that would not the get support for a top-down approach due to a disengaged executive layer.
    • IT departments that already have a top-down PPM strategy and feel they are sufficiently resourced to confront project demand.

    Each of these strategy options is driven by a set of specific strategic expectations to help communicate your PPM goals. See the following slides for an articulation of each strategy option.

    A top-down, executive driven strategy is the optimal route, putting leadership in a position to best conduct the portfolio

    Option A: Top-Down, Executive Driven Strategy

    Strategic Expectations:

    • Project Throughput: Maximize throughput of the best projects.
    • Portfolio Visibility: Ensure visibility of current and pending projects.
    • Portfolio Responsiveness: Make the portfolio responsive to executive steering when new projects and changing priorities need rapid action.
    • Resource Utilization: Minimize resource waste and optimize the alignment of skills to assignments.
    • Benefits Realization: Clarify accountability for post-project benefits attainment for each project, and facilitate the process of tracking/reporting those benefits.

    Info-Tech Insight

    Serve the executive with insight before you impede the projects with governance. This strategy option is where Info-Tech sees the most PPM success. A strategy focused at improving decision making at the executive layer will both improve project outcomes and help alleviate project workloads.

    A bottom-up strategy can help project managers and teams succeed where insight into the big picture is lacking

    Option B: Bottom-Up, Project Manager Driven Strategy

    Strategic Expectations:

    • Project Management Governance: All projects consuming IT resources will be continually validated in terms of best-practice process compliance.
    • Project Risk Management: Identify risks and related mitigation approaches for all high-risk areas.
    • Stakeholder Management: Ensure that project stakeholders are identified and involved.
    • Project Manager Resourcing: Provide project managers as needed.
    • Project-Level Visibility: Provide access to the details of project management processes (planning and progress) as needed.

    Info-Tech Insight

    Right-size governance to maximize success. Project management and governance success don’t necessarily equal project success. Project management processes should be a means to an end (i.e. successful project outcomes), and not an end in themselves. Ensure the ends justify the means.

    Most recurring project challenges require a top-down portfolio management approach

    While project management is a key ingredient to project success, tying to solve endemic project problems with project management alone won’t improve results over the long term.

    Why Top-Down is a better starting point than Bottom-Up.

    The most common IT project problems – schedule and budget overruns, scope creep, and poor quality – can ultimately, in the vast majority of cases, be traced back to bad decisions made at the portfolio level:

    • The wrong projects get greenlighted.
    • Shifting leadership priorities and operational demands make project plans and estimated delivery dates obsolete from the start.
    • Too many projects get approved when there are not enough resources to effectively work on them all.

    No amount of project management rigor can help alleviate these common root causes of project failure.

    With a top-down PPM strategy, however, you can make sure that leadership is informed and engaged in making the right project decisions and that project managers and teams are situated for success.

    "There is nothing so useless as doing efficiently that which should not be done at all." (Peter Drucker (quoted in Lessing))

    Info-Tech Insight

    Get Strategic About Project Success.

    The difference between project management and project portfolio management comes down to doing things right vs. doing the right things. Both are important, no doubt; but doing the wrong things well doesn’t provide much value to the business in the long run.

    Get insight into the big picture with a top-down strategy before imposing more administrative overhead on project managers and leads.

    Perform a leadership mandate assessment to gauge executive needs and expectations

    Associated Activity icon 1.1.1 – 15 to 30 minutes (prep time) 10 to 20 minutes (execution time)

    INPUT: Leadership expectations for portfolio and project management.

    OUTPUT: Leadership mandate bar chart

    Materials: Tab 6 of Info-Tech’s PPM High-Level Supply-Demand Calculator

    Participants: Portfolio manager (or equivalent), PPM strategy sponsor(s), CIO and other members of senior management

    Before choosing your strategy option, survey the organization’s leadership to assess what they’re expecting from the PPM strategy.

    Use the “Leadership Mandate Survey” (located on tab 6 of Info-Tech’s PPM High-Level Supply-Demand Calculator) to assess the degree to which your leadership expects the PPM strategy to provide outcomes across the following capabilities: portfolio reporting, project governance, and project management.

    • Deploy the 12-question survey via individual one-on-one meetings or group working sessions with your boss (the PPM strategy sponsor) as well as with the CIO and other senior managers from within IT and the business.
      • If you cannot connect with the executive layer for this survey, do your best to estimate their responses to complete the survey.
    • The survey should help distinguish if executives are looking for portfolio management or project management. It should be one input that informs your choice of strategy option A or B.
      • If leadership is looking primarily for project management, you should proceed to Info-Tech’s Tailor Project Management Processes that Fit Your Projects blueprint.

    Refer to the next slide for assistance analyzing the outputs in tab 6 and using them to inform your choice of strategy.

    How to make use of the results of the leadership survey

    Two possible result scenarios of the leadership survey. There are two bar graphs titled 'Leadership Mandate', each with an explanation of the scenario they belong to. In Scenario 1, the 'Leadership Mandate' graph has a descending trend with 'Portfolio Reporting' at the highest level, 'Project Governance' in the middle, and 'Project Management' at the lowest level. 'A result like this, with a higher portfolio reporting score, shows a higher need for a top-down approach and demonstrates well-balanced expectations for a PPM strategy from the leadership. There is greater emphasis put on the portfolio than there is project governance or project management.' In Scenario 2, the 'Leadership Mandate' graph has an ascending trend with 'Portfolio Reporting' at the lowest level, 'Project Governance' in the middle, and 'Project Management' at the highest level. 'If your graph looks like this, your executive leadership has placed greater importance on project governance and management. Completing a top-down PPM strategy may not meet their expectations at this time. In this situation, a bottom-up approach may be more applicable.'

    Customize Info-Tech’s PPM Strategic Plan Template. Insert screenshots of the survey and the bar graph from tab 6 of the PPM High-Level Supply-Demand Calculator onto slides 7 and 8, “PPM Strategy Leadership Mandate,” of the PPM Strategic Plan Template.

    Proceed with the right PPM strategy for your organization

    Based upon the results of the “Leadership Mandate Survey,” and your assessment of each strategy option as described in the previous slides, choose the strategy option that is right for your IT department/PMO at this time.

    "Without a strategic methodology, project portfolio planning is frustrating and has little chance of achieving exceptional business success." (G Wahl (quoted in Merkhofer))

    Option A:

    Those proceeding with Option A should continue with remainder of this blueprint. Update your strategy statement on slide 3 of your PPM Strategic Plan Template to reflect your choice

    Option B:

    Those proceeding with Option B should exit this blueprint and refer to Info-Tech’s Tailor Project Management Processes to Fit Your Projects blueprint to help define a project management standard operating procedure.

    Customize Info-Tech’s PPM Strategic Plan Template. If you’re proceeding with Option A, update slide 4, “Project Portfolio Management Strategy,” of your PPM Strategic Plan Template to reflect your choice of PPM strategy. If you’re proceeding with Option B, you may want to include your strategy statement in your Project Management SOP Template.

    The success of your top-down strategy will hinge on the quality of your capacity awareness and resource utilization

    A PPM strategy should facilitate alignment between project demand with resource supply. Use Info-Tech’s PPM High-Level Supply/Demand Calculator as a step towards this alignment.

    Info-Tech’s research shows that the ability to provide a centralized view of IT’s capacity for projects is one of the top PPM capabilities that contributes to overall project success.

    Accurate and reliable forecasts into IT’s capacity, coupled with an engaged executive layer making project approval and prioritization decisions based upon that capacity data, is the hallmark of an effective top-down PPM strategy.

    • Use Info-Tech’s PPM High-Level Supply/Demand Calculator to help improve visibility (and with it, organizational understanding) into project demand and IT resource supply.
    • The Calculator will help you determine IT’s actual capacity for projects and analyze organizational demand by taking an inventory of active and backlog projects.

    Download Info-Tech’s PPM High-Level Supply/Demand Calculator.

    Sample of Into-Tech's PPM High-Level Supply/Demand Calculator.

    Info-Tech Insight

    Where does the time go? The portfolio manager (or equivalent) should function as the accounting department for time, showing what’s available in IT’s human resources budget for projects and providing ongoing visibility into how that budget of time is being spent.

    Establish the total resource capacity of your portfolio

    Associated Activity icon 1.1.2 – 30 to 60 minutes

    INPUT: Staff resource types, Average work week, Estimated allocations

    OUTPUT: Breakdown of annual portfolio HR spend, Capacity pie chart

    Materials: PPM High-Level Supply/Demand Calculator, tab 3

    Participants: Portfolio manager (or equivalent), Resource and/or project managers

    Use tab 3 of the calculator to determine your actual HR portfolio budget for projects, relative to the organization’s non-project demands.

    • Tab 3 analyzes your resource supply asks you to consider how your staff spend their time weekly across four categories: out of office time, administrative time (e.g. meetings, training, checking email), keep-the-lights-on time (i.e. support and maintenance), and project time.
    • The screenshot below walks you through columns B to E of tab 3, which help calculate your potential capacity. This activity will continue on the next slide, where we will determine your realized capacity for project work from this potential capacity.
    Screenshot of tab 3 in the PPM High-Level Supply/Demand Calculator. It has 4 columns, 'Resource Type', '# People', 'Hours / Week', and 'Hours / Year', which are referred to in notes as columns B through E respectively. The note on 'Resource Type' reads '1. Compile a list of each of the roles within your department in column B'. The note on '# People' reads '2. In column C, provide the number of staff currently performing each role'. The note on 'Hours / Week' reads '3. In column D, provide a baseline for the number of hours in a typical work week for each role'. The note on 'Hours / Year' reads '4. Column E will auto-populate based on E and D. The total at the bottom of column E (row 26) constitutes your department’s total capacity'.

    Determine the project/non-project ratio for each role

    Associated Activity icon 1.1.2 (continued)

    The previous slide walked you through columns B to E of tab 3. This slide walks you through columns F to J, which ask you to consider how your potential capacity is spent.

    Screenshot of tab 3 in the PPM High-Level Supply/Demand Calculator. It has 6 columns, 'Hours / Year', 'Absence', 'Working Time / Year', 'Admin', 'KTLO', and 'Project Work', which, starting at 'Absence', are referred to in notes as columns F through J respectively. The note on 'Absence' reads '5. Enter the percentage of your total time across each role that is unavailable due to foreseeable out-of-office time (vacation, sick time, etc.) in column F. Industry standard runs anywhere from 12% to 16%, depending on your industry and geographical region'. The note on 'Working Time / Year' reads '6. Column G will auto-calculate to show your overall net capacity after out-of-office percentages have been taken off the top. These totals constitute your working time for the year'. The note on 'Admin' and 'KTLO' reads '6. Column G will auto-calculate to show your overall net capacity after out-of-office percentages have been taken off the top. These totals constitute your working time for the year'. The note on 'Project Work' reads '8. The project percentage in column J will auto-calculate based upon what’s leftover after your non-project working time allocations in columns H and I have been subtracted'.

    Review your annual portfolio capacity for projects

    Associated Activity icon 1.1.2 (continued)

    The previous slides walked you through the inputs for tab “3. Project Capacity.” This slide walks you through the outputs of the tab.

    Based upon the inputs from columns B to J, the rest of tab 3 analyzes how IT available time is spent across the time categories, highlighting how much of IT’s capacity is actually available for projects after admin work, support and maintenance work, and absences have been taken into account.

    A table and pie chart of output data from Tab 3 of the PPM High-Level Supply/Demand Calculator. Pie segments are labelled 'Admin', 'Absence', 'Project Capacity', and 'Keep The Lights On'.

    Customize Info-Tech’s PPM Strategic Plan Template. Update slide 10, “Current Project Capacity,” of your PPM Strategic Plan Template to include the outputs from tab 3 of the Calculator.

    Create an inventory of active and backlog projects to help gauge overall project demand

    Associated Activity icon 1.1.3 – 15 to 30 minutes

    INPUT: Number of active and backlog projects across different sizes

    OUTPUT: Total project demand in estimated hours of work effort

    Materials: PPM High-Level Supply/Demand Calculator, tab 4

    Participants: Portfolio manager (or equivalent), Project managers

    Where tab 3 of the Calculator gave you visibility into your overall resource supply for projects, tab 4 will help you establish insight into the demand side.

    • Before starting on tab 4, be sure to enter the required project size data on the set-up tab.
    • Using a list of current active projects, categorize the items on the list by size: small, medium, large, and extra large. Enter the number of projects in each category of project in column C of tab 4.
    • Using a list of on-hold projects, or projects that have been approved but not started, categorize the list by size and enter the number of projects in each category in column D.
    • In column E, estimate the number of new requests and projects across each size that you anticipate being added to the portfolio/backlog in the next 12 months. Use historical data from the past 12 to 24 months to inform your estimates.
    • In column F, estimate the number of projects that you anticipate being completed in each size category in the next 12 months. Take the current state of active projects into account as you make your estimates, as well as throughput data from the previous 12 to 24 months.
    Screenshot of tab 4 in the PPM High-Level Supply/Demand Calculator. It has 5 columns labelled 'Project Types' with values Small to Extra-Large, 'Number of active projects currently in the portfolio', 'Number of projects currently in the portfolio backlog', 'Number of new requests anticipated to be added to the portfolio/backlog in the next 12 months', and 'Number of projects expected to be delivered within the next 12 months'.

    Make supply and demand part of the conversation as you get buy-in for your top-down strategy

    Tab 5 of the Calculator is an output tab, visualizing the alignment (or lack thereof) of project demand and resource supply.

    Once tabs 3 and 4 are complete, use tab 5 to analyze the supply/demand data to help build your case for a top-down PPM strategy and get buy-in for it.

    Screenshots of Tab 5 in the PPM High-Level Supply/Demand Calculator. A bar chart obscures a table with the note 'The bar chart shows your estimated total project demand in person hours (in black) relative to your estimated total resource capacity for projects (in green)'. Notes on the table are 'The table below the bar chart shows your estimated annual project throughput rate (based upon the number of projects you estimated you would complete this year) as well as the rate at which portfolio demand will grow (based upon the number of new requests and projects you estimated for the next 12 months)' and 'If the “Total Estimated Project Demand (in hours) in 12 Months Time” number is more than your current demand levels, then you have a supply-demand problem that your PPM strategy will need to address'.

    Customize Info-Tech’s PPM Strategic Plan Template. Update slides 11 and 12, “Current Project Demand,” of your PPM Strategic Plan Template to include the outputs from tabs 4 and 5 of the Calculator.

    Recommended: Complete Info-Tech’s PPM Current State Scorecard to measure your resource utilization

    Associated Activity icon Contact your rep or call 1-888-670-8889

    This step is highly recommended but not required. Call 1-888-670-8889 to inquire about or request the PPM Diagnostics.

    Info-Tech’s PPM Current State Scorecard diagnostic provides a comprehensive view of your portfolio management strengths and weaknesses, including project portfolio management, project management, customer management, and resource utilization.

    Screenshots of Info-Tech's PPM Current State Scorecard diagnostic with a pie chart obscuring a table/key. The attached note reads 'In particular, the analysis of resource utilization in the PPM Current State Scorecard report, will help to complement the supply/demand analysis in the previous slides. The diagnostic will help you to analyze how, within that percentage of your overall capacity that is available for project work, your staff productively utilizes this time to successfully complete project tasks and how much of this time is lost within Info-Tech’s categories of resource waste.'

    Customize Info-Tech’s PPM Strategic Plan Template. Update slides 14 and 15, “Current State Resource Utilization” of your PPM Strategic Plan Template to include the resource utilization outputs from your PPM Current State Scorecard.

    Finalize section one of the PPM Strategic Plan Template and prepare to communicate your strategy

    Associated Activity icon 1.1.4 – 10 to 30 minutes

    INPUT: The previous activities from this step

    OUTPUT: An presentation communication your PPM strategy

    Materials: PPM Strategic Plan Template, section 1

    Participants: Portfolio manager (or equivalent)

    By now, you should be ready to complete section one of the PPM Strategic Plan Template.

    The purpose of this section of the Template is to capture the outputs of this step and use them to communicate the value of a top-down PPM strategy and to get buy-in for this strategy from senior management before you move forward to develop your PPM processes in the subsequent phases of this blueprint.

    • Within section one, update any of the text that is (in grey) to reflect the specifics of your organization – i.e. the name of your organization and department – and the specific outcomes of step 1.2 activities. In addition, replace the placeholders for a company logo with the logo of your company.
    • Replace the tool screenshots with the outputs from your version of the PPM High-Level Supply/Demand Calculator.
    • Proofread all of the text to ensure the content accurately reflects your outcomes. Edit the content as needed to more accurately reflect your outcomes.
    • Determine the audience for the presentation of your PPM strategy and make a logistical arrangement. Include PPM strategy sponsors, senior management from within IT and the business, and other important stakeholders.

    Get executive buy-in for your top-down PPM strategy

    Executive layer buy-in is a critical prerequisite for the success of a top-down PPM strategy. Ensure your executives are on board before preceding.

    You’re now ready to communicate your PPM strategy to your leadership team and other stakeholders.

    It is essential that you get preliminary buy-in for this strategy from the executive layer before you move forward to develop your PPM processes in the subsequent phases of this blueprint. Lack of executive engagement is one of the top barriers to PPM strategy success.

    • If you have gone through the preceding activities in this step, section one of your PPM Strategic Plan Template should now be ready to present.
    • As explained in 1.1.4, you should present this section to an audience of PPM strategy sponsors, C-suite executives, and other members of the senior management team.
    • Allow at least 60 minutes for the presentation – around 20 minutes to deliver the slide presentation and 40 minutes for discussion.
    • If you get sufficient buy-in by the end of the presentation, proceed to the next step of this blueprint. If buy-in is lacking, now might not be the right time for a top-down PPM strategy. Think about adopting a bottom-up approach until leadership is more engaged in the portfolio.

    "Gaining executive sponsorship early is key…It is important for the executives in your organization to understand that the PPM initiatives and the PMO organization are there to support (but never hinder) executive decision making." (KeyedIn Projects)

    Info-Tech Best Practice

    Engage(d) sponsorship. According to Prosci, the top factor in contributing to the success of a change initiative is active and visible executive sponsorship. Use this meeting to communicate to your sponsor(s) the importance of their involvement in championing the PPM strategy.

    A PPM strategic plan elevates PMO’s status to a business strategic partner

    CASE STUDY

    Industry: Public Administration
    Source: IAG / Info-Tech Interview

    Challenge

    The PMO operated in a way that is, in their self-assessment, reactive; project requests and capacity were not effectively managed. Perhaps due to this, the leadership team was not always visible, or regularly available, to PM leaders. This, in turn, complicated efforts to effectively manage their projects.

    Solution

    Establishing a simple prioritization methodology enabled the senior leadership to engage and effectively steer the project portfolio by strategic importance. The criteria and tool also gave the business units a clear understanding to promote the strategic value of each of their project requests.

    Results

    PM leaders now have the support and confidence of the senior leadership team to both proactively manage and deliver on strategic projects. This new prioritization model brought the PM Leader and senior leadership team in direct access with each other.

    "By implementing this new project intake and prioritization framework, we drastically improved our ability to predict, meet, and manage project requests and unit workload. We adopted a client-focused and client-centric approach that enabled all project participants to see their role and value in successful project delivery. We created methodologies that were easy to follow from the client participation perspective, but also as PM leaders, provided us with the metrics, planning, and proactive tools to meet and anticipate client project demand. The response from our clients was extremely positive, encouraging, and appreciative."

    Step 1.2: Translate PPM strategic expectations to process goals

    PHASE 1

    PHASE 2

    PHASE 3

    1.11.22.12.23.13.2
    Choose the right PPM strategyTranslate strategy into process goalsDefine intake & resource mgmt. processesDefine reporting, closure, & benefits mgmt. processesSelect a right-sized PPM solutionFinalize your PPM strategic plan

    This step will walk you through the following activities:

    • Determine process goals based upon your PPM strategy.
    • Set metrics and preliminary targets for your PPM processes.

    This step involves the following participants:

    • CIO
    • Steering Committee
    • Business Unit Leaders
    • PMO Director/Portfolio Manager

    Outcomes of this step

    • Stakeholder-prioritized PPM process goals
    • Metrics and targets for high-priority process goals

    Use the PPM strategy to set the direction for PPM processes that make up the infrastructure around projects

    PPM strategy enables you to answer any and all of these questions in a way that is consistent, cohesive, and aligned with one another.

    Info-Tech's PPM Process Model from earlier with notes overlaid asking a series of questions. The questions for '1. Intake, Approval, and Prioritization' are 'Who can request a project? How do you request a project? Who decides what to fund? What is the target investment mix? How will they decide?' The questions for '2. Resource Management' are 'Who assigns the resources? Who feeds the data on resources? How do we make sure it’s valid? How do we handle contingencies when projects are late, or if availability changes?' The questions for '3. Status and Progress Reporting' are 'What project information that should be reported? Who reports on project status? When? How?' The questions between 'Project Management' and '4. Project Closure' are 'Who declares that a project is done? Who validates it? Who is this reported to? Who terminates low-value projects? How will they decide?' The questions for '5. Benefits Tracking' are 'How do we validate the project benefits from the original business case? How do we track the benefits? Who reports it? When?'

    Set process goals to address PPM strategic expectations and steer the PPM strategic plan

    Associated Activity icon 1.2.1 – 2 hours

    INPUT: PPM strategy & expectations, Organizational strategy and culture

    OUTPUT: Prioritized list of strategy-aligned PPM process goals

    Materials: PPM Strategy-Process Translation Matrix

    Participants: CIO, Steering Committee, Business Unit Leaders, PMO Director/ Portfolio Manager

    This activity is designed for key departmental stakeholders to articulate how PPM processes should be developed or refined to meet the PPM strategic expectations.

    Participation of the key departmental stakeholders in this exercise is critical, e.g. CIO, Steering Committee, business unit leaders.

    Strategic Expectations x Processes = Process goals aligned to strategy
    Throughput Project Intake, Approval, & Prioritization
    Visibility Resource Management
    Responsiveness Status & Progress Reporting
    Resource Utilization Project Closure
    Benefits Benefits Realization

    Download Info-Tech’s PPM Strategy-Process Goals Translation Matrix Template.

    Use Info-Tech’s Translation Matrix to systematically articulate strategy-aligned PPM process goals

    Supporting Tool icon 1.2.1 – PPM Strategy-Process Translation Matrix, tab 2

    Formula: To answer “[question]” in a way that we can [strategic expectation], it will be important to [process goal].

    Example 1:
    To answer the question “who can request a project, and how?” in a way that we can maximize the throughput of the best projects, it will be important to standardize the project request process.

    Example 2:
    To answer the question “how will they decide what to fund?” in a way that we can maximize the throughput of the best projects, it will be important to reach a consensus on project prioritization criteria.

    Example 3:
    To answer the question “how will we track the projected benefits?” in a way that we can maximize the throughput of the best projects, it will be important to double-check the validity of benefits before projects are approved.

    Screenshot of Tab 2 in Info-Tech's PPM Strategy-Process Translation Matrix tool. There is a table with notes overlaid 'Enter the process goals in the appropriate question–strategic expectation slot' and 'Assign a priority, from the most important (1) to the least important (5)'.

    Set metrics and preliminary targets for your high-priority PPM process goals

    Associated Activity icon 1.2.2 – 1-2 hours

    INPUT: Prioritized list of strategy-aligned PPM process goals, Organizational strategy and culture

    OUTPUT: Metrics and targets for high-priority PPM process goals

    Materials: PPM Strategy-Process Translation Matrix

    Participants: CIO, Steering Committee, Business Unit Leaders, PMO Director/ Portfolio Manager

    Your highest-priority process goals and their corresponding strategy expectations are displayed in tab 3 of the PPM Strategy-Process Translation Matrix template (example below).

    Through a group discussion, document what will be measured to decide the achievement of each process goal, as well as your current estimate and the long-term target. If necessary, adjust the approximate target duration.

    Screenshot of Tab 3 in Info-Tech's PPM Strategy-Process Translation Matrix tool. There is a table with 6 columns 'PPM Process', 'High-priority Process Goals', 'Strategy Expectation', 'How will you measure success?', 'Current Estimate', and 'Long-Term Target'; they are referred to in notes as columns B through G respectively. Overlaid notes are 'Columns C and D will auto-populate based upon your inputs from tab 2. The five PPM process areas are arranged vertically in column B and your top-five process goals from each area appear in column C.' 'Use column E to brainstorm how you might measure the success of each process goal at your organization. These can be tentative for now and refined over time.' 'Determine current metrics for each process goals and long-term target metrics in columns F and G.'

    Project-client-centered approach to PPM process design improves client satisfaction and team confidence

    CASE STUDY

    Industry: Public Administration
    Source: IAG / Info-Tech Interview

    Challenge

    Reactive instead of proactive

    "We had no effective means of tracking project intake requests vs. capacity. We struggled using ad hoc processes and methods which worked to meet immediate needs, but we quickly realized that they were ineffective in tracking critical project metrics, key performance indicators (KPIs), or performance measures...In short, we were being reactive, instead of proactive."

    The result was a disorganized portfolio that led to low client satisfaction and team morale.

    Solution

    Examine processes “through the eyes of the client”

    With the guiding principle of “through the eyes of the client,” PPM processes and tools were developed to formalize project intake, prioritization, and capacity planning. All touchpoints between client and PPM processes were identified, and practices for managing client expectations were put in place. A client satisfaction survey was formulated as part of the post-project assessment and review.

    Results

    Client-centered processes improved client satisfaction and team confidence

    People, processes, and tools are now aligned to support client demand, manage client expectations, measure project KPIs, and perform post-project analysis. A standard for client satisfaction metrics was put in place. The overwhelmingly positive feedback has increased team confidence in their ability to deliver quality efforts.

    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 Barry Cousins.
    • 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:

    Sample of activity 1.1.2 'Determine your actual resource capacity for projects'. Determine your actual resource capacity for projects

    Work with Info-Tech analysts to define your project vs. non-project ratio to help define how much of your overall resource capacity is actual available for projects.

    Sample of activity 1.2.1 'Set realistic PPM process goals'. Set realistic PPM process goals

    Leverage Info-Tech facilitators to help walk you through our PPM framework and define achievable process goals that are rooted in your current PPM maturity levels and organizational culture.

    Develop a Project Portfolio Management Strategy

    PHASE 2

    Align PPM Processes to Your Strategic Goals

    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: Align PPM processes to your strategic goals

    Proposed Time to Completion: 2-4 weeks
    Step 2.1: Develop intake & resource mgmt. processes Step 2.2: Define reporting, closure, & benefits processes
    Work with an analyst to:
    • Assess your current intake, prioritization, and resource management processes and wireframe a sustainable target state for each capability.
    Work with an analyst to:
    • Analyze your current portfolio reporting, project closure, and benefits realization processes and wireframe a sustainable target state for each capability.
    Then complete these activities…
    • Set near-term and long-term goals.
    • Draft high-level steps within your target-state processes.
    • Document your process steps and roles and responsibilities.
    Then complete these activities…
    • Set near-term and long-term goals.
    • Draft high-level steps within your target-state processes.
    • Document your process steps and roles and responsibilities.
    With these tools & templates:
    • PPM Strategy Development Tool
    • PPM Strategic Plan Template
    With these tools & templates:
    • PPM Strategy Development Tool
    • PPM Strategic Plan Template

    Phase 2 Results & Insights

    • The means of project and portfolio management (i.e. processes) shouldn’t eclipse the ends – strategic goals. Root your process in your PPM strategic goals to realize PPM benefits (e.g. optimized portfolio value, improved project throughput, increased stakeholder satisfaction).

    Read first: Overview of the methodology for articulating new strategy-aligned PPM processes

    In the previous step of the blueprint, key department stakeholders established the PPM process goals, metrics, and targets in a way that aligns with the overall PPM strategy. In this phase, we draft a high-level description of the five PPM processes that reflect those goals using the following methodology:

    Methodology at a glance

    1. Articulate the current state of the process.
    2. Examine the process against the strategy-aligned goals.
    3. Create short- and long-term action items to refine the current process and meet the strategy-aligned targets.
    4. Develop a high-level target-state description of the PPM process.
    5. Estimate costs-in-use of the target-state process.

    Out-of-scope topics

    • Draft a detailed target-state description of the PPM process. Avoid falling into the “analysis paralysis” trap and keep the discussion focused on the overall PPM strategy.
    • PPM tools to support the process. This discussion will take place in the next phase of the blueprint.

    INPUT

    –›

    PROCESS

    –›

    OUTPUT

    • Strategy-aligned process goals, metrics, and targets (Activity 1.2.1)
    • Knowledge of current process
    • Knowledge of organizational culture and structure
    • Capability level assessment
    • Table-top design planning activity
    • Start-stop-continue retrospective
    • High-level description of the target state
    • PPM Strategy Development Tool
    • High-level descriptions of current and target states
    • Short- and long-term action items for improving the process
    • Cost-in-use of the current- and target-state processes

    Download Info-Tech’s PPM Strategy Development Tool

    Build a sound business case for implementing the new PPM strategy with realistic costs and benefits of managing your project portfolio.

    Time spent on managing the project portfolio is an investment. Like any other business endeavors, the benefits must outweigh the costs to be worth doing.

    As you draft a high-level description of the PPM processes in this phase of the blueprint, use Info-Tech’s PPM Strategy Development Tool to track the estimate the cost-in-use of the process. In the next phase, this information will be inform a cost-benefit analysis, which will be used to support your plan to implement the PPM strategy.

    Download Info-Tech’s PPM Strategy Development Tool.

    Screenshots of Info-Tech's PPM Strategy Development Tool including a Cost-Benefit Analysis with tables and graphs.

    Step 2.1: Develop and refine project intake, prioritization, and resource management processes

    PHASE 1

    PHASE 2

    PHASE 3

    1.11.22.12.23.13.2
    Choose the right PPM strategyTranslate strategy into process goalsDefine intake & resource mgmt. processesDefine reporting, closure, & benefits mgmt. processesSelect a right-sized PPM solutionFinalize your PPM strategic plan

    This step will walk you through the following activities:

    • Determine your process maturity.
    • Benchmark current processes against strategy-aligned goals.
    • Set near- and long-term action items.
    • Draft a high-level description of your target state.
    • Document your new processes.

    This step involves the following participants:

    • PMO Director/Portfolio Manager
    • Project Managers
    • Resource Managers
    • Business Analysts

    Outcomes of this step

    • A definition of current and target state maturity levels for intake, prioritization, and resource management
    • Near-term and long-term process goals for intake, prioritization, and resource management
    • A high-level wireframe for your intake, prioritization, and resource management process steps

    Project intake, prioritization, and approval: Get projects with the highest value done first

    Give your organization the voice to say “no” (or “not yet”) to new projects.

    Questions

    • Who can request a project?
    • How do you request a project?
    • Who decides what to fund?
    • What is the target investment mix?
    • How will they decide?

    Benefits

    • Maximize value of time spent on project work by aligning projects with priorities and stakeholder needs.
    • Finish the projects you start by improving alignment of intake and prioritization with resource capacity.
    • Improve stakeholder satisfaction by managing expectations with consistent, streamlined processes.

    Challenges

    • Stakeholders who benefit from political or ad hoc prioritization processes will resist or circumvent formal intake processes.
    • Many organizations lack sufficient awareness of resource capacity necessary to align intake with availability.

    A graph highlighting the sweet spot of project intake decision making. The vertical axis is 'Rigor and Effort' increasing upward, and the horizontal axis is 'Quality and Effectiveness of Decisions' increasing to the right. The trend line starts at 'Gut Feel' with low 'Rigor and Effort', and gradually curves upward to 'Analysis Paralysis' at the top. A note with an arrow pointing to a midway point in the line reads 'The sweet spot changes between situations and types of decisions'.

    Info-Tech Insight

    This process aims to control the project demand. A balance between rigor and flexibility is critical in order to avoid the “analysis paralysis” as much as the “gut feel” approach.

    Funnel project requests into a triage system for project intake

    Info-Tech recommends following a four-step process for managing project intake.

    1. Requestor fills out form and submits the request into the funnel.
    2. Requests are triaged into the proper queue.
      1. Divert non-project request.
      2. Quickly assess value and urgency.
      3. Assign specialist to follow up on request.
      4. Inform the requestor.
    3. Business analyst starts to gather preliminary requirements.
      1. Follow up with sponsors to validate and define scope.
      2. Estimate size and determine project management rigor required.
      3. Start to develop an initial business case.
    4. Requestor is given realistic expectations for approval process.

    Info-Tech Best Practice

    An excess number of intake channels is the tell-tale sign of a project portfolio in distress. The PMO needs to exercise and enforce discipline on stakeholders. PMO should demand proper documentation and diligence from stakeholders before proceeding with requests.

    Maintain reliable resourcing data with a recurrent project intake, prioritization, and approval practice

    Info-Tech recommends following a five-step process for managing project intake, prioritization, and approval.

    A diagram of Info-Tech's five-step process for managing project intake. There are four groups that may be involved in any one step, they are laid out on the side as row headers that each step's columns may fall into, 'Resources', 'Business Analysts', 'PMO', and 'Governance Layer'. The first step is 'Collect project requests' which involves 'Resources'. Step 2 is 'Screen project requests' which involves 'Business Analysts' and 'PMO'. A part of the step that may be applicable to some organizations is 'Concept approval' involving 'Governance Layer'. Step 3 is 'Develop business case' which involves 'Business Analysts' and 'PMO'. A part of the step that may be applicable to some organizations is 'Get a project sponsor' involving 'Governance Layer'. Step 4 is 'Prioritize project' which involves 'Business Analysts' and 'PMO'. Step 5 is 'Approve (greenlight) project' which involves 'Business Analysts', 'PMO', and 'Governance Layer', with an attached note that reads 'Ensure that up-to-date project portfolio information is available (project status, resource forecast, etc.)'. All of these steps lead to 'Initiate project, commit resources, etc.'

    Info-Tech Insight

    “Approval” can be a dangerous word in project and portfolio management. Use it carefully. Clarify precisely what is being “approved” at each step in the process, what is required to pass each gate, and how long the process will take.

    Determine your project intake, prioritization, and approval process maturity

    Associated Activity icon 2.1.1a – 10 minutes

    INPUT: Organizational strategy and culture

    OUTPUT: Project intake, prioritization, and approval capability level

    Materials: PPM Strategy Development Tool

    Participants: PMO Director/ Portfolio Manager, Project Managers, Resource Managers, Business Analysts

    Kick-off the discussion about the project intake, prioritization, and approval process by reading the capability level descriptions below and discussing which level currently applies to you the most.

    Capability Level Descriptions

    Capability Level 5: Optimized We have effective intake processes with right-sized administrative overhead. Work is continuously prioritized to keep up with emerging challenges and opportunities.
    Capability Level 4: Aligned We have very strong intake processes. Project approvals are based on business cases and aligned with future resource capacity.
    Capability Level 3: Engaged Processes are in place to track project requests and follow up on them. Priorities are periodically re-evaluated, based largely on the best judgment of one or several executives.
    Capability Level 2: Defined Some processes are in place, but there is no capacity to say no to new projects. There is a backlog, but little or no method for grooming it.
    Capability Level 1: Unmanaged Our organization has no formal intake processes in place. Most work is done reactively, with little ability to prioritize project work proactively.

    Benchmark the current project intake, prioritization, and approval process against strategy-aligned goals

    Associated Activity icon 2.1.1b – 1-2 hours

    INPUT: Documentation describing the current process (e.g. standard operating procedures), Process goals from activity 1.2.1

    OUTPUT: Retrospective review of current process

    Materials: 4x6” recipe cards, Whiteboard

    Participants: PMO Director/ Portfolio Manager, Project Managers, Resource Managers, Business Analysts

    Conduct a table-top planning exercise to map out the process currently in place.

    1. Use white 4”x6” recipe cards to write unique steps of a process. Use the intake, prioritization, and approval process from the previous slides as a guide.
    2. Use green cards to write artifacts or deliverables that result from a step.
    3. Use pink cards to write issues, problems, or risks.
    4. Discuss how the process could better achieve the strategy-aligned goals from activity 1.2.1. Keep a list of possible changes in the form of a start-stop-continue retrospective (example below) on a whiteboard.
    Start Stop Continue
    • Simplify business cases
    • Send emails to requestor to manage expectations
    • Accept verbal project requests
    • Approve “pet projects”
    • Monthly prioritization meetings
    • Evaluate prioritization criteria

    Set near- and long-term action items for the project intake, prioritization, and approval process

    Associated Activity icon 2.1.1c – 30 minutes - 1 hour

    INPUT: Outcome of the retrospective review, Process goals and metrics from activity 1.2.1

    OUTPUT: Action items for evolving the process to a target state

    Materials: Whiteboard

    Participants: PMO Director/ Portfolio Manager, Project Managers, Resource Managers, Business Analysts

    Analyze each item in the start-stop-continue retrospective to compile a set of near-term and long-term action items.

    The near-term plan should include steps that are within the authority of the PMO and do not require approval or investment outside of that authority. The long-term plan should include steps that may require a longer approval process, buy-in of external stakeholders, and the investment of time and money.
    Near-Term Action Items Long-Term Action Items
    For example:
    • Limit the number of channels available to request new projects.
    • Revise the intake form.
    • Establish a regular triage process.
    For example:
    • Establish a comprehensive scorecard and business case scoring process at the steering committee level.
    • Limit the rate of approval to be aligned with resource capacity.

    Review and customize slide 23, “Project intake, prioritization, and approval: action items,” in Info-Tech’s PPM Strategic Plan Template.

    Draft a high-level description of the intake, prioritization, and approval process at a target state

    Associated Activity icon 2.1.1d – 1-2 hours

    INPUT: Action items for evolving the process to a target state

    OUTPUT: High-level description of the process at the target state

    Materials: Whiteboard, PPM Strategy Development Tool

    Participants: PMO Director/ Portfolio Manager, Project Managers, Resource Managers, Business Analysts

    1. Break down the process into several tasks at a high level. Avoid getting into too much detail by limiting the number of steps.
    2. An example of high-level breakdown: project intake, prioritization, and approval
      Collect project requests –› Screen requests –› Develop business case –› Prioritize project –› Approve project

    3. Describe each task by answering the following questions. Document your response in the PPM Strategic Plan Template.
    4. Question

      Description

      Input What information do you need to perform the work?
      Output What artifacts/deliverables are produced as a result?
      Frequency/Timing How often, and when, will the work be performed?
      Responsibility Who will perform the work?
      Accountability Who will approve the work and assume the ownership of any decisions?

    5. Record the time cost of each process using the PPM Strategy Development Tool; see next slide for instructions.

    Use the PPM Strategy Development Tool to track the time cost of the process

    Supporting Tool icon 2.1.1 – PPM Strategy Development Tool, Tab 3: Costing Assumptions

    Record the time cost of each high-level process task from Activity 2.1.1d.

    Screenshot of tab 3 from Info-Tech's PPM Strategy Development Tool with notes overlaid. Columns are 'ID', 'Task Description', 'Who does the task?', a super-column titled 'Current State' which includes 'How many times per year?', 'How many people?', and 'For how long?', a super-column titled 'Near-Term Target State' with the same three sub columns, and a super-column titled 'Long-Term Target State' with the same three sub columns. Notes for 'Who does the task?' read 'Choose executive, management or resource' and 'If task is done by more than one party, duplicate the task'. Notes for the 3 recurring sub columns are 'Estimate how many times in a year the task is performed (e.g. 120 project requests per year)', 'Indicate the number of people needed to perform the task each time', 'Estimate the average work-hours for the task… either in minutes or in hours', 'If a task is not applicable to a state (e.g. currently PMO does not screen project requests), leave the row blank', and 'For meetings, remember to indicate the number of people'.

    Document the high-level description for the new intake, prioritization, and approval process

    Associated Activity icon 2.1.1e – 30 minutes - 1 hour

    INPUT: High-level description of the process at the target state

    OUTPUT: Updated PPM strategic plan

    Materials: Whiteboard, PPM Strategic Plan Template

    Participants: PMO Director/ Portfolio Manager

    Update your PPM strategic plan with the new high-level description for the new project intake, prioritization, and approval process. Depending on your current process capability level, you may wish to include additional information on your strategic document, for example:

    • Updated prioritization scorecard.
    • Roles and responsibility matrix, identifying consulted and informed parties.

    Info-Tech has a dedicated blueprint to help you develop the high-level process description into a fully operationalized process. Upon completion of this PPM strategy blueprint, speak to an Info-Tech account manager or analyst to get started.

    Read Info-Tech’s Optimize Project Intake, Prioritization, and Approval blueprint.

    Review and customize slide 24, “Project intake, prioritization, and approval: target state,” in Info-Tech’s PPM Strategic Plan Template.

    Clarity in project prioritization process leads to enterprise-wide buy-in

    CASE STUDY

    Industry: Public Administration
    Source: IAG / Info-Tech Interview

    Challenge

    "Our challenge from the start was to better understand the strategic perspective and priorities of our client departments.

    In addition, much of the work requested was not aligned to corporate goals and efforts, and seemed to be contradictory, redundant, and lacking strategic focus."

    Complicating this challenge was the fact that work requests were being received via all means of communication, which made the monitoring and controlling of requests more difficult.

    Solution

    Client departments were consulted to improve the understanding of their strategic goals and priorities. Based on the consultation:

    • A new, enterprise-wide project prioritization criteria was developed.
    • Priority of project requests from all business areas are evaluated on a quarterly basis.
    • A prioritized list of projects are made available to the senior leadership team.

    Results

    "By creating and implementing a tool for departments to prioritize strategic efforts, we helped them consider the important overall project criteria and measure them uniformly, across all anticipated projects. This set a standard of assessment, prioritization, and ranking, which helped departments clearly see which efforts were supportive and matched their strategic goals."

    Resource management process ensures that projects get the resources they need

    Reclaim project capacity: properly allocate project work and establish more stable project timelines.

    Questions

    • Who assigns the resources?
    • Who feeds the data on resources?
    • How do we make sure it’s valid?
    • How do we handle contingencies when projects are late, or if availability changes?

    Benefits

    • Ensure that approved projects can be completed by aligning intake with real project capacity.
    • Reduce over-allocation of resources by allocating based on their proportion of project vs. non-project work.
    • Forecast future resource requirements by maintaining accurate resource capacity data.

    Challenges

    • Time tracking can be difficult when project workers balance project work with “keep the lights on” activities and other administrative work.
    • Continuous partial attention, interruptions, and distractions are a part of today’s reality that makes it very difficult to maximize productivity.
    A see-saw balancing 'Resource availability' on one side and 'Ongoing projects, Operational work, Administrative work, and Resource absence' on the other side.

    Maintain reliable resourcing data with a recurrent resource management practice

    Info-Tech recommends following a five-step process for resource management.

    A diagram of Info-Tech's five-step process for resource management. There are five groups that may be involved in any one step, they are laid out on the side as row headers that each step's columns may fall into, 'Resources', 'Resource Managers', 'Project Managers', 'PMO', and 'Governance Layer'. The first step is 'Collect resource availability' which involves 'Resources' and 'Resource Managers'. Step 2 is 'Collect resource demand' which involves 'Resource Managers', 'Project Managers' and 'PMO'. Step 3 is 'Identify need for reconciliation' which involves 'PMO'. Step 4 is 'Resolve conflicts and smoothen resource allocations' which involves 'Resource Managers', 'Project Managers' and 'PMO'. Step 5 is 'Report resource allocations and forecast' which involves all groups, with an attached note that reads 'Ensure that up-to-date information is available for project approval, portfolio reporting, closure, etc.'

    Info-Tech Insight

    This process aims to control the resource supply to meet the demand – project and non-project alike. Coordinate this process with the intake, approval, and prioritization process.

    Determine your resource management process capability level

    Associated Activity icon 2.1.2a – 10 minutes

    INPUT: Organizational strategy and culture

    OUTPUT: Resource management capability level

    Materials: PPM Strategy Development Tool

    Participants: PMO Director/ Portfolio Manager, Project Managers, Resource Managers, Business Analysts

    Kick-off the discussion about the resource management process by reading the capability level descriptions below and discussing which level currently applies to you the most.

    Capability Level Descriptions

    Capability Level 5: OptimizedOur organization has an accurate picture of project versus non-project work loads and allocates resources accordingly. We periodically reclaim lost capacity through organizational and behavioral change.
    Capability Level 4: AlignedWe have an accurate picture of how much time is spent on project versus non-project work. We allocate resources to these projects accordingly. We are checking in on project progress bi-weekly.
    Capability Level 3: PixelatedWe are allocating resources to projects and tracking progress monthly. We have a rough estimate of how much time is spent on project versus non-project work.
    Capability Level 2: OpaqueWe match resources teams to projects and check in annually, but we do not forecast future resource needs or track project versus non-project work.
    Capability Level 1: UnmanagedOur organization expects projects to be finished, but there is no process in place for allocating resources or tracking project progress.

    Benchmark the current resource management process against strategy-aligned goals

    Associated Activity icon 2.1.2b – 1-2 hours

    INPUT: Documentation describing the current process (e.g. standard operating procedures), Process goals from activity 1.2.1

    OUTPUT: Retrospective review of current process

    Materials: 4x6” recipe cards, Whiteboard

    Participants: PMO Director/ Portfolio Manager, Project Managers, Resource Managers, Business Analysts

    Conduct a table-top planning exercise to map out the process currently in place.

    1. Use white 4”x6” recipe cards to write unique steps of a process. Use the resource management process from the previous slides as a guide.
    2. Use green cards to write artifacts or deliverables that result from a step.
    3. Use pink cards to write issues, problems, or risks.
    4. Discuss how the process could better achieve the strategy-aligned goals from activity 1.2.1. Keep a list of possible changes in the form of a start-stop-continue retrospective (example below) on a whiteboard.
    Start Stop Continue
    • Collect project actuals
    • Make enhancements to the PPM tool in use
    • Over allocating resources
    • “Around the room” reporting at monthly meeting
    • Send project updates before resource management meetings

    Set near- and long-term action items for the resource management process

    Associated Activity icon 2.1.2c – 30 minutes - 1 hour

    INPUT: Outcome of the retrospective review, Process goals and metrics from activity 1.2.1

    OUTPUT: Action items for evolving the process to a target state

    Materials: Whiteboard

    Participants: PMO Director/ Portfolio Manager, Project Managers, Resource Managers, Business Analysts

    Analyze each item in the start-stop-continue retrospective to compile a set of near-term and long-term action items.

    The near-term plan should include steps that are within the authority of the PMO and do not require approval or investment outside of that authority. The long-term plan should include steps that may require a longer approval process, buy-in of external stakeholders, and the investment of time and money.
    Near-Term Action Items Long-Term Action Items
    For example:
    • Determine the percentage of project vs. non-project work through implementation of a weekly survey.
    For example:
    • Reduce resource waste to 6%.
    • Forecast resource requirements monthly.
    • Implement a mid-market PPM tool.

    Review and customize slide 26, “Resource management: action items,” in Info-Tech’s PPM Strategic Plan Template.

    Draft a high-level description of the resource management process at a target state

    Associated Activity icon 2.1.2d – 1-2 hours

    INPUT: Action items for evolving the process to a target state

    OUTPUT: High-level description of the process at the target state

    Materials: Whiteboard, PPM Strategy Development Tool

    Participants: PMO Director/ Portfolio Manager, Project Managers, Resource Managers, Business Analysts

    1. Break down the process into several tasks at a high level. Avoid getting into too much detail by limiting the number of steps.
    2. An example of high-level breakdown: resource management
      Collect resource availability –› Collect resource demand –› Identify need for reconciliation –› Resolve conflicts and over-allocation –› Update resource forecast


    3. Describe each task by answering the following questions. Document your response in the PPM Strategic Plan Template.
    4. Question

      Description

      Input What information do you need to perform the work?
      Output What artifacts/deliverables are produced as a result?
      Frequency/Timing How often, and when, will the work be performed?
      Responsibility Who will perform the work?
      Accountability Who will approve the work and assume the ownership of any decisions?


    5. Record the time cost of each process using the PPM Strategy Development Tool.

    Document the high-level description for the new resource management process

    Associated Activity icon 2.1.2e – 30 minutes - 1 hour

    INPUT: High-level description of the process at the target state

    OUTPUT: Updated PPM strategic plan

    Materials: PPM Strategic Plan Template

    Participants: PMO Director/ Portfolio Manager

    Update your PPM strategic plan with the new high-level description for the new resource management process. Depending on your current process capability level, you may wish to include additional information on your strategic plan, for example:

    • Resource management meeting agenda template
    • Roles and responsibility matrix, identifying consulted and informed parties

    Info-Tech has a dedicated blueprint to help you develop the high-level process description into a fully operationalized process. Upon completion of this PPM strategy blueprint, speak to an Info-Tech account manager or analyst to get started.

    Read Info-Tech’s Develop a Resource Management for the New Reality blueprint.

    Review and customize slide 27, “Resource management: target state,” in Info-Tech’s PPM Strategic Plan Template.

    Step 2.2: Develop and refine portfolio reporting, project closure, and benefits realization processes

    PHASE 1

    PHASE 2

    PHASE 3

    1.11.22.12.23.13.2
    Choose the right PPM strategyTranslate strategy into process goalsDefine intake & resource mgmt. processesDefine reporting, closure, & benefits mgmt. processesSelect a right-sized PPM solutionFinalize your PPM strategic plan

    This step will walk you through the following activities:

    • Determine your process maturity.
    • Benchmark current processes against strategy-aligned goals.
    • Set near- and long-term action items.
    • Draft a high-level description of your target state.
    • Document your new processes.

    This step involves the following participants:

    • PMO Director/Portfolio Manager
    • Project Managers
    • Business Analysts

    Outcomes of this step

    • A definition of current and target state maturity levels for portfolio reporting, project closure, and benefits realization
    • Near-term and long-term process goals for portfolio reporting, project closure, and benefits realization
    • A high-level wireframe for your portfolio reporting, project closure, and benefits realization process steps

    Portfolio reporting process makes trustworthy data accessible for informing decisions

    Giving stakeholders the ability to make informed decisions is the most important function of managing the project portfolio.

    Questions

    • What project information should be reported?
    • Who reports on project status?
    • When and how do we report on the status of the project portfolio?

    Benefits

    • Reporting is the linchpin of any successful PPM strategy.
    • Timely and accurate status reports enable decision makers to address issues risks and issues before they create bigger problems.
    • Executive visibility can be achieved with or without a commercial tool using spreadsheets, a content management system such as SharePoint, or a combination of tools you already have.

    Challenges

    • Trying to increase detailed visibility too fast leads to difficulty gathering and maintaining data. As a result, reporting is rarely accurate and people quickly lose trust in the portfolio.
    • If you are planning to adopt a commercial tool, Info-Tech strongly recommends validating your organization’s ability to maintain a consistent reporting process using simple tools before investing in a more sophisticated system.

    Info-Tech Insight

    If you can only do one thing, establish frequently current reporting on project status. Reporting doesn’t have to be detailed or precise, as long as it’s accurate.

    Maintain reliable portfolio status data with a recurrent status and progress reporting practice

    Info-Tech recommends following a four-step process for portfolio status and progress reporting.

    A diagram of Info-Tech's four-step process for portfolio status and progress reporting. There are four groups that may be involved in any one step, they are laid out on the side as row headers that each step's columns may fall into, 'Resources', 'Project Managers', 'PMO', and 'Governance Layer'. The first step is 'Create project status reports' which involves 'Resources' and 'Project Managers'. Step 2 is 'Create a project portfolio status report' which involves 'Project Managers' and 'PMO', with a note that reads 'Ensure that up-to-date information is available for project approval, resource management, closure, etc.' Step 3 is 'Report on project portfolio status' which involves 'PMO' and 'Governance layer'. Step 4 is 'Act on portfolio steering decisions' which involves 'Resources', 'Project Managers' and 'PMO'.

    Start by establishing a regular reporting cadence with lightweight project status KPIs:

    Red Issue or risk that requires intervention For projects that are red or yellow, high-level status reports should be elaborated on with additional comments on budget, estimated hours/days until completion, etc.
    Yellow Issue or risk that stakeholders should be aware of
    Green No significant risks or issues

    Determine your resource management process capability level

    Associated Activity icon 2.2.1a – 10 minutes

    INPUT: Organizational strategy and culture

    OUTPUT: Portfolio reporting capability level

    Materials: PPM Strategy Development Tool

    Participants: PMO Director/ Portfolio Manager, Project Managers

    Kick-off the discussion about the portfolio reporting process by reading the capability level descriptions below and discussing which level currently applies to you the most.

    Capability Level Descriptions

    Capability Level 5: OptimizedWith the right tools, we can ensure that all projects are planned and maintained at a detailed task level with high-quality estimates, and that actual task progress is updated at least weekly.
    Capability Level 4: AlignedWe have the skills, knowledge, and resources needed to prepare a detailed cost-benefit analysis for all proposed projects. We track the progress throughout project execution.
    Capability Level 3: InterventionWith the right tools, we can ensure that project issues and risks are identified and addressed on a regular basis (e.g. at least monthly) for all projects.
    Capability Level 2: OversightWith the right tools, we can ensure that project status updates are revised on a regular basis (e.g. at least monthly) for all ongoing projects.
    Capability Level 1: ReactiveProject managers escalate issues directly with their direct supervisor or project sponsor because there is no formal PPM practice.

    Benchmark the current portfolio reporting process against strategy-aligned goals

    Associated Activity icon 2.2.1b – 1-2 hours

    INPUT: Documentation describing the current process (e.g. standard operating procedures), Process goals from activity 1.2.1

    OUTPUT: Retrospective review of current process

    Materials: 4x6” recipe cards, Whiteboard

    Participants: PMO Director/ Portfolio Manager, Project Managers

    Conduct a table-top planning exercise to map out the process currently in place.

    1. Use white 4”x6” recipe cards to write unique steps of a process. Use the portfolio reporting process from the previous slides as a guide.
    2. Use green cards to write artifacts or deliverables that result from a step.
    3. Use pink cards to write issues, problems, or risks.
    4. Discuss how the process could better achieve the strategy-aligned goals from activity 1.2.1. Keep a list of possible changes in the form of a start-stop-continue retrospective (example below) on a whiteboard.
    Start Stop Continue
    • Report on lightweight KPIs
    • Standardize the status reports
    • Project managers waiting too long before declaring a red status
    • Produce weekly project portfolio-wide report for senior leadership

    Set near- and long-term action items for the portfolio reporting process

    Associated Activity icon 2.2.1c – 30 minutes - 1 hour

    INPUT: Outcome of the retrospective review, Process goals and metrics from activity 1.2.1

    OUTPUT: Action items for evolving the process to a target state

    Materials: Whiteboard

    Participants: PMO Director/ Portfolio Manager, Project Managers

    Analyze each item in the start-stop-continue retrospective to compile a set of near-term and long-term action items.

    The near-term plan should include steps that are within the authority of the PMO and do not require approval or investment outside of that authority. The long-term plan should include steps that may require a longer approval process, buy-in of external stakeholders, and the investment of time and money.
    Near-Term Action Items Long-Term Action Items
    For example:
    • Establish a reporting process that can be consistently maintained using lightweight KPIs.
    • Provide a simple dashboard that stakeholders can use to see their project status reports at a high level.
    For example:
    • Adopt a commercial tool for maintaining consistent status reports.
    • Support the tool with training and a mandate of adoption among all users.

    Review and customize slide 29, “Portfolio reporting: action items,” in Info-Tech’s PPM Strategic Plan Template.

    Draft a high-level description of the portfolio reporting process at a target state

    Associated Activity icon 2.2.1d – 1-2 hours

    INPUT: Action items for evolving the process to a target state

    OUTPUT: High-level description of the process at the target state

    Materials: Whiteboard, PPM Strategy Development Tool

    Participants: PMO Director/ Portfolio Manager, Project Managers

    1. Break down the process into several tasks at a high level. Avoid getting into too much detail by limiting the number of steps.
    2. An example of high-level breakdown: portfolio reporting
      Create project status reports –› Create a project portfolio status report –› Report on project portfolio status –› Act on portfolio steering decisions


    3. Describe each task by answering the following questions. Document your response in the PPM Strategic Plan Template.
    4. Question

      Description

      InputWhat information do you need to perform the work?
      OutputWhat artifacts/deliverables are produced as a result?
      Frequency/TimingHow often, and when, will the work be performed?
      ResponsibilityWho will perform the work?
      AccountabilityWho will approve the work and assume the ownership of any decisions?

    5. Record the time cost of each process using the PPM Strategy Development Tool.

    Document the high-level description for the new portfolio reporting process

    Associated Activity icon 2.2.1e – 30 minutes - 1 hour

    INPUT: High-level description of the process at the target state

    OUTPUT: Updated PPM strategic plan

    Materials: PPM Strategic Plan Template

    Participants: PMO Director/ Portfolio Manager

    Update your PPM strategic plan with the new high-level description for the new portfolio reporting process. Depending on your current process capability level, you may wish to include additional information on your strategic plan, for example:

    • Updated project status report template with new KPIs.
    • Documentation of requirements for improved PPM dashboards and reports.

    Info-Tech has a dedicated blueprint to help you develop the high-level process description into a fully operationalized process. Upon completion of this PPM strategy blueprint, speak to an Info-Tech account manager or analyst to get started.

    Read Info-Tech’s Enhance PPM Dashboards and Reports blueprint.

    Review and customize slide 30, “Portfolio reporting: target state,” in Info-Tech’s PPM Strategic Plan Template.

    Streamlined status reporting improves portfolio visibility for executives, enabling data-driven steering of the portfolio

    CASE STUDY

    Industry: Public Administration
    Source: IAG / Info-Tech Interview

    Challenge

    The client had no effective real-time reporting in place to summarize their work efforts. In addition, the client struggled with managing existing resources against the ability to deliver on the requested project workload.

    Existing project reporting processes were manually intensive and lacked mature reporting capabilities.

    Solution

    Through a short and effective engagement, IAG conducted surveys and facilitated interviews to identify the information needed by each stakeholder. From this analysis and industry best practices, IAG developed scorecards, dashboards, and project summary reports tailored to the needs of each stakeholder group. This integrated reporting tool was then made available on a central portal for PPM stakeholders.

    Results

    Stakeholders can access project scorecard and dashboard reports that are available at any given time.

    Resource reporting enabled the PMO to better balance client demand with available project capacity and forecast any upcoming deficiencies in resourcing that affect project delivery.

    Project closure at the portfolio level controls throughput and responsiveness of the portfolio

    Take control over projects that linger on, projects that don’t provide value, and projects that do not align with changing organizational priority.

    Questions

    • Who declares that a project is done?
    • Who validates it?
    • Who is this reported to?
    • Who terminates low-value projects?
    • How will they decide that a project is too low value to continue?

    Benefits

    • Minimize post-implementation problems by ensuring clean handoffs, with clear responsibilities for ongoing support and maintenance.
    • Drive continuous improvement by capturing and applying lessons learned.
    • Increase the project portfolio’s responsiveness to change by responding to emerging opportunities and challenges.

    Challenges

    • Completion criteria and “definition of done” need to be well defined and done so at project initiation.
    • Scope changes need to be managed and documented throughout the project.
    • Portfolio responsiveness requires deep cultural changes that will be met with confusion and resistance from some stakeholders.

    Info-Tech Insight

    Although “change in organizational priority” is the most frequently cited cause of project failure (PMI Pulse of Profession, 2017), closing projects that don’t align with organizational priority ought to be a key PPM goal. Therefore, don’t think of it as project failure; instead, think of it as PPM success.

    Maintain the health of the project portfolio with a repeatable project closure process

    Info-Tech recommends following a four-step process for project closure.

    A diagram of Info-Tech's four-step process for project closure. There are five groups that may be involved in any one step, they are laid out on the side as row headers that each step's columns may fall into, 'Resources', 'Resource Managers', 'Project Managers', 'PMO', and 'Governance Layer'. The first steps are 'Complete project' which involves 'Project Managers', and 'Terminate low value projects' which involves 'PMO' and 'Governance layer'. Step 2 is 'Validate project closure' which involves 'Project Managers' and 'PMO', with a note that reads 'This includes facilitating the project sponsor sign-off, accepting and archiving lessons learned documents, etc.' The third steps are 'Conduct post-project work' which involves 'Project Managers' and 'PMO', and 'Update resource availability' which includes 'Resource Managers'. Step 4 is 'Conduct post-implementation review' which involves all groups.

    Info-Tech Best Practice

    Post-implementation review checks which benefits (including those set out in the business case) have been achieved and identifies opportunities for further improvement. Without it, it can be difficult to demonstrate that investment in a project was worthwhile.

    Determine your project closure process capability level

    Associated Activity icon 2.2.2a – 10 minutes

    INPUT: Organizational strategy and culture

    OUTPUT: Project closure capability level

    Materials: PPM Strategy Development Tool

    Participants: PMO Director/ Portfolio Manager, Project Managers, Business Analysts

    Kick-off the discussion about the project closure process by reading the capability level descriptions below and discussing which level currently applies to you the most.

    Capability Level Descriptions

    Capability Level 5: OptimizedProject closure is centrally managed and supports post-project benefits tracking.
    Capability Level 4: AlignedProject closure is centrally managed at the portfolio level to ensure completion/acceptance criteria are satisfied.
    Capability Level 3: EngagedProject closure is confirmed at the portfolio level, but with minimal enforcement of satisfaction of completion/acceptance criteria.
    Capability Level 2: EncouragedProject managers often follow handoff and closure procedures, but project closure is not confirmed or governed at the portfolio level.
    Capability Level 1: UnmanagedProject closure is not governed at either the project or portfolio level.

    Benchmark the current project closure process against strategy-aligned goals

    Associated Activity icon 2.2.2b – 1-2 hours

    INPUT: Documentation describing the current process (e.g. standard operating procedures), Process goals from activity 1.2.1

    OUTPUT: Retrospective review of current process

    Materials: 4x6” recipe cards, Whiteboard

    Participants: PMO Director/ Portfolio Manager, Project Managers, Business Analysts

    Conduct a table-top planning exercise to map out the process currently in place.

    1. Use white 4”x6” recipe cards to write unique steps of a process. Use the project closure process from the previous slides as a guide.
    2. Use green cards to write artifacts or deliverables that result from a step.
    3. Use pink cards to write issues, problems, or risks.
    4. Discuss how the process could better achieve the strategy-aligned goals from activity 1.2.1. Keep a list of possible changes in the form of a start-stop-continue retrospective (example below) on a whiteboard.
    Start Stop Continue
    • Conduct reprioritization of projects at a regular cadence
    • Prune projects every year
    • Waive post-implementation review for time-constrained projects
    • Collect project post-mortem reports and curate in PMO SharePoint

    Set near- and long-term action items for the project closure process

    Associated Activity icon 2.2.2c – 30 minutes - 1 hour

    INPUT: Outcome of the retrospective review, Process goals and metrics from activity 1.2.1

    OUTPUT: Action items for evolving the process to a target state

    Materials: Whiteboard

    Participants: PMO Director/ Portfolio Manager, Project Managers, Resource Managers, Business Analysts

    Analyze each item in the start-stop-continue retrospective to compile a set of near-term and long-term action items.

    The near-term plan should include steps that are within the authority of the PMO and do not require approval or investment outside of that authority. The long-term plan should include steps that may require a longer approval process, buy-in of external stakeholders, and the investment of time and money.
    Near-Term Action Items Long-Term Action Items
    For example:
    • Begin establishing project closure criteria in the project initiation process.
    • Manage and document scope changes throughout the project.
    For example:
    • Institute a formal process to ensure that all projects are closed at the portfolio level and properly handed off to support and maintenance teams.

    Review and customize slide 32, “Project closure: action items,” in Info-Tech’s PPM Strategic Plan Template.

    Draft a high-level description of the project closure process at a target state

    Associated Activity icon 2.2.2d – 1-2 hours

    INPUT: Action items for evolving the process to a target state

    OUTPUT: High-level description of the process at the target state

    Materials: Whiteboard, PPM Strategy Development Tool

    Participants: PMO Director/ Portfolio Manager, Project Managers, Resource Managers, Business Analysts

    1. Break down the process into several tasks at a high level. Avoid getting into too much detail by limiting the number of steps.
    2. An example of high-level breakdown: project closure
      Complete or terminate projects –› Validate project closure –› Conduct post-project work –› Conduct post-implementation review


    3. Describe each task by answering the following questions. Document your response in the PPM Strategic Plan Template.
    4. Question

      Description

      Input What information do you need to perform the work?
      Output What artifacts/deliverables are produced as a result?
      Frequency/Timing How often, and when, will the work be performed?
      Responsibility Who will perform the work?
      Accountability Who will approve the work and assume the ownership of any decisions?


    5. Record the time cost of each process using the PPM Strategy Development Tool.

    Document the high-level description for the new project closure process

    Associated Activity icon 2.2.2e – 30 minutes - 1 hour

    INPUT: High-level description of the process at the target state

    OUTPUT: Updated PPM strategic plan

    Materials: PPM Strategic Plan Template

    Participants: PMO Director/ Portfolio Manager

    Update your PPM strategic plan with the new high-level description for the new project closure process. Depending on your current process capability level, you may wish to include additional information on your strategic plan, for example:

    • Updated project closure checklist.
    • Project value review meeting process document.
    • Post-implementation review process document.

    Info-Tech has several research notes that elaborate on aspects of project closure. Upon completion of this PPM strategy blueprint, speak to an Info-Tech account manager or analyst to get started.

    Read Info-Tech’s research notes on project closure:

    • The Importance of Conducting a Post Implementation Review
    • Five Key Steps to Mastering Project Closure
    • ‘Governance’ Will Kill Your Projects

    Review and customize slide 33, “Project closure: target state,” in Info-Tech’s PPM Strategic Plan Template.

    Validate the time and effort spent on projects with a benefits realization process

    Maximizing benefits from projects is the primary goal of PPM. Tracking and reporting on benefits post-project closes the loop on benefits.

    Questions

    • How do validate the project benefits from the original business case?
    • How do we track the benefits?
    • Who reports it? When?

    Benefits

    • Maximize benefits realization by identifying and addressing unforeseen issues or limitations to success.
    • Improve project approval and prioritization by improving validity of the business case definition process.

    Challenges

    • Project sponsors need to be willing to invest time – months and years post-project completion – to validate benefits realization.
    • Portfolio management needs to proactively work with sponsors to facilitate benefits tracking.
    • Business cases need to be well developed and documented to reflect real anticipated benefits.

    Too many projects fail to achieve the originally proposed benefits, and too few organizations are able to identify and address the root causes of those shortfalls.

    Info-Tech Insight

    In reality, benefits realization process extends across the entire project life cycle: during intake, during the execution of the project, and after project completion. Be mindful of this extended scope when you discuss benefits realization in the following activity.

    Keep project benefits front and center with a repeatable benefits realization process

    Info-Tech recommends following a four-step process for benefits realization.

    A diagram of Info-Tech's four-step process for benefits realization. There are four groups that may be involved in any one step, they are laid out on the side as row headers that each step's columns may fall into, 'Business Analysts', 'Project Managers', 'PMO', and 'Governance Layer'. The first step is 'Quantify and validate benefits in business case' which happens 'Before Project' and involves 'Business Analysts' and 'Project Managers'. Step 2 is 'Update projected project benefits' which happens 'During Project' and involves 'Project Managers' and 'PMO'. Step 3 is 'Hand-off benefits realization ownership' which happens at the end of project and involves 'Project Managers', 'PMO' and 'Governance layer'. Step 4 is 'Monitor and report on benefits' which happens 'After Project' and involves 'PMO' and 'Governance layer'.

    Info-Tech Insight

    At the heart of benefits realization is accountability: who is held accountable for projects that don’t realize the benefits and how? Without the buy-in from the entire executive layer team, addressing this issue is very difficult.

    Determine your benefits realization process capability level

    Associated Activity icon 2.2.3a – 10 minutes

    INPUT: Organizational strategy and culture

    OUTPUT: benefits realization capability level

    Materials: PPM Strategy Development Tool

    Participants: PMO Director/ Portfolio Manager, Project Managers, Resource Managers, Business Analysts

    Kick-off the discussion about the benefits realization process by reading the capability level descriptions below and discussing which level currently applies to you the most.

    Capability Level Descriptions

    Capability Level 5: OptimizedProject sponsors and key stakeholders are accountable for stated project benefits before, during and after the project. There is a process to maximize the realization of project benefits.
    Capability Level 4: AlignedProject benefits are forecasted and taken into account for approval, updated when changes are made to the project, and monitored/reported after projects are completed.
    Capability Level 3: EngagedProject benefits are forecasted and taken into account for approval, and there is a loosely defined process to report on benefits realization.
    Capability Level 2: DefinedProject benefits are forecasted and taken into account for approval, but there is no process to monitor whether the said benefits are realized.
    Capability Level 1: UnmanagedProjects are approved and initiated without discussing benefits.

    Benchmark the current benefits realization process against strategy-aligned goals

    Associated Activity icon 2.2.3b – 1-2 hours

    INPUT: Documentation describing the current process (e.g. standard operating procedures), Process goals from activity 1.2.1

    OUTPUT: Retrospective review of current process

    Materials: 4x6” recipe cards, Whiteboard

    Participants: PMO Director/ Portfolio Manager, Project Managers, Resource Managers, Business Analysts

    Conduct a table-top planning exercise to map out the process currently in place.

    1. Use white 4”x6” recipe cards to write unique steps of a process. Use the benefits realization process from the previous slides as a guide.
    2. Use green cards to write artifacts or deliverables that result from a step.
    3. Use pink cards to write issues, problems, or risks.
    4. Discuss how the process could better achieve the strategy-aligned goals from activity 1.2.1. Keep a list of possible changes in the form of a start-stop-continue retrospective (example below) on a whiteboard.
    StartStopContinue
    • Require “hard monetary value” in business benefits
    • Send project updates before resource management meetings

    Set near- and long-term action items for the benefits realization process

    Associated Activity icon 2.2.3c – 30 minutes - 1 hour

    INPUT: Outcome of the retrospective review, Process goals and metrics from activity 1.2.1

    OUTPUT: Action items for evolving the process to a target state

    Materials: Whiteboard

    Participants: PMO Director/ Portfolio Manager, Project Managers, Resource Managers, Business Analysts

    Analyze each item in the start-stop-continue retrospective to compile a set of near-term and long-term action items.

    The near-term plan should include steps that are within the authority of the PMO and do not require approval or investment outside of that authority. The long-term plan should include steps that may require a longer approval process, buy-in of external stakeholders, and the investment of time and money.
    Near-Term Action Items Long-Term Action Items
    For example:
    • Create an “orientation for project sponsors” document.
    • Encourage project managers to re-validate project benefits on an ongoing basis and report any deviation.
    For example:
    • Recruit the finance department’s help in benefits tracking.
    • Require Finance’s sign-off on project benefits in business cases during intake.

    Review and customize slide 35, “Benefits realization: action items,” in Info-Tech’s PPM Strategic Plan Template.

    Draft a high-level description of the benefits realization process at a target state

    Associated Activity icon 2.2.3d – 1-2 hours

    INPUT: Action items for evolving the process to a target state

    OUTPUT: High-level description of the process at the target state

    Materials: Whiteboard, PPM Strategy Development Tool

    Participants: PMO Director/ Portfolio Manager, Project Managers, Resource Managers, Business Analysts

    1. Break down the process into several tasks at a high level. Avoid getting into too much detail by limiting the number of steps.
    2. An example of high-level breakdown: benefits realization
      Validate benefits in business case –› Update project benefits during execution –› Hand-off benefits ownership –› Monitor and report on benefits


    3. Describe each task by answering the following questions. Document your response in the PPM Strategic Plan Template.
    4. Question

      Description

      InputWhat information do you need to perform the work?
      OutputWhat artifacts/deliverables are produced as a result?
      Frequency/TimingHow often, and when, will the work be performed?
      ResponsibilityWho will perform the work?
      AccountabilityWho will approve the work and assume the ownership of any decisions?

    5. Record the time cost of each process using the PPM Strategy Development Tool.

    Document the high-level description for the new benefits realization process

    Associated Activity icon 2.2.3e – 30 minutes - 1 hour

    INPUT: High-level description of the process at the target state

    OUTPUT: Updated PPM strategic plan

    Materials: PPM Strategic Plan Template

    Participants: PMO Director/ Portfolio Manager

    Update your PPM strategic plan with the new high-level description for the new benefits realization process. Depending on your current process capability level, you may wish to include additional information on your strategic plan, for example:

    • Updated business plan templates.
    • Communication plan for project sponsors.

    Info-Tech has a dedicated blueprint to help you develop the high-level process description into a fully operationalized process. Upon completion of this PPM strategy blueprint, speak to an Info-Tech account manager or analyst to get started.

    Read Info-Tech’s Establish the Benefits Realization Process blueprint.

    Review and customize slide 36, “Benefits realization: target state,” in Info-Tech’s PPM Strategic Plan 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 Barry Cousins.
    • 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:

    Sample of activity 2.1.1 'Align your project intake, prioritization, and approval process to the PPM strategy'. Align your project intake, prioritization, and approval process to the PPM strategy

    Examine the process at the current state and develop an action plan to improve it, with a high-level description of the process at a target state and its overhead costs. The outcome of this activity feeds into the overall PPM strategic plan.

    Sample of activity 2.1.2 'Align your resource management process to the PPM strategy'. Align your resource management process to the PPM strategy

    Examine the process at the current state and develop an action plan to improve it, with a high-level description of the process at a target state and its overhead costs. The outcome of this activity feeds into the overall PPM strategic plan.

    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:

    Sample of activity 2.2.1 'Align your portfolio reporting process to the PPM strategy'.Align your portfolio reporting process to the PPM strategy

    Examine the process at the current state and develop an action plan to improve it, with a high-level description of the process at a target state and its overhead costs. The outcome of this activity feeds into the overall PPM strategic plan.

    Sample of activity 2.2.2 'Align your project closure process to the PPM strategy'.Align your project closure process to the PPM strategy

    Examine the process at the current state and develop an action plan to improve it, with a high-level description of the process at a target state and its overhead costs. The outcome of this activity feeds into the overall PPM strategic plan.

    Sample of activity 2.2.3 'Align your benefits realization process to the PPM strategy'.Align your benefits realization process to the PPM strategy

    Examine the process at the current state and develop an action plan to improve it, with a high-level description of the process at a target state and its overhead costs. The outcome of this activity feeds into the overall PPM strategic plan.

    Develop a Project Portfolio Management Strategy

    PHASE 3

    Complete Your PPM Strategic Plan

    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 3: Complete your PPM strategic plan

    Proposed Time to Completion: 2 weeks
    Step 3.1: Select a right-sized PPM solutionStep 3.2: Finalize your PPM Strategic Plan Template
    Work with an analyst to:
    • Assess your PPM tool requirements to help support your processes.
    Review findings with analyst:
    • Determine the costs and potential benefits of your PPM strategy.
    Then complete these activities…
    • Determine the functionality requirements of the PPM solution.
    • Estimate your PPM tool budget.
    • Review the tool assessment.
    Then complete these activities…
    • Estimate the total cost-in-use of managing the project portfolio.
    • Estimate the benefits of the PPM strategy.
    • Refine and consolidate the near-term action items into a cohesive implementation plan.
    With these tools & templates:
    • PPM Strategy Development Tool
    With these tools & templates:
    • PPM Strategy Development Tool
    • PPM Strategic Plan Template

    Phase 3 Insight:

    • Approach PPM as an evolving discipline that requires adaptability and long-term organizational change. Near-term process improvements should create stakeholder desire for better portfolio visibility and agility over the long term.

    Step 3.1: Select a right-sized PPM solution for supporting your new processes

    PHASE 1

    PHASE 2

    PHASE 3

    1.11.22.12.23.13.2
    Choose the right PPM strategyTranslate strategy into process goalsDefine intake & resource mgmt. processesDefine reporting, closure, & benefits mgmt. processesSelect a right-sized PPM solutionFinalize your PPM strategic plan

    This step will walk you through the following activities:

    • Determine the functionality requirements of a PPM solution in the near and long terms.
    • Estimate your PPM tool budget.
    • Review tool assessment.

    This step involves the following participants:

    • CIO
    • PMO Director/ Portfolio Manager
    • Project Managers
    • IT Managers

    Outcomes of this step

    • List of functional requirements for a PPM solution
    • An estimate budget and cost for supporting a PPM tool in the near and long terms
    • PPM tool requirements for the near and long terms

    Right-size your PPM solution/tool to fit your PPM processes

    Avoid a common pitfall: the disconnect between PPM processes and PPM tools.

    PPM tools act as both a receptacle for portfolio data generated by your processes and a source of portfolio data to drive your processes forward. Therefore, choosing a suitable PPM tool is critical to the success of your PPM strategy:

    • PPM tool inputs must match the type, level of detail, and amount of portfolio data generated by your PPM processes.
    • PPM tool outputs must be useful, insightful, easy to access, and easy to understand for people who engage in your PPM processes.

    User adoption is an often cited cause of failed PPM tool implementation:

    "The biggest problem is getting the team to work with the tool. We need to make sure that we’re not wasting time delving too far down into the tool, yet putting enough information to get useful information back." (IT Director, Financial Services)

    This final step of the blueprint will discuss the choice of PPM tools to ensure the success of PPM strategy by avoiding the process-tool disconnect.

    Common pitfalls for PPM tools

    • Purchasing and implementing a PPM tool before the process is defined and accepted.
    • Poor expectation setting: inability of tools to perform the necessary analysis.
    • Underleveraged: low user/process adoption.
    • Poor integration with the corporate finance function.
    • (WGroup, 2017)

    Leverage PPM tools to get the information you need

    An optimized PPM solution is the vehicle that provides decision makers with four key pieces of information they require when making decisions for your project portfolio:

    • Historical Insight – inform decision makers about how much time and resources have been spent to date, and benchmark the accuracy of prior project estimates and resource allocations.
    • Forecasting – provide a trustworthy estimate of demand on resources and current projects.
    • Portfolio Analytics – analyze portfolio data and generate easy-to-consume reports that provide answers to questions such as:
      • How big is our overall portfolio?
      • How much money/resource time is available?
      • How efficiently are we using our resources?
    • Project Visibility – provide a trustworthy report on the status of current projects and the resources working on them.

    Info-Tech Insight

    Without the proper information, decision makers are driving blind and are forced to make gut feel decisions as opposed to data-informed decisions. Implement a PPM solution to allocate projects properly and ensure time and money don’t vanish without being accounted for.

    Commercial PPM tools have more functionality but are more costly, complex, and difficult to adopt

    • Granular timesheet management
    • Workflow and team collaboration
    • Robust data and application integration
    • Advanced what-if planning
    • Mobile usability
    A map comparing commercial PPM tools by 'Functionality', 'Cost', and 'Difficulty to implement/adopt'. 'Functionality' and 'Difficulty to implement/adopt' share an axis and can be assumed to have a linear relationship. 'Spreadsheets' are low functionality and low cost. 'Google Sites' are low to middling functionality and low cost. 'SharePoint' is middling functionality with a slightly higher cost. The next three start at middling cost and above-average functionality and trend higher in both categories: 'Commercial Entry-Level PPM', 'Commercial Mid-Market PPM', and 'Commercial Enterprise PPM'.
    • Business case scoring and prioritization
    • Multi-user reporting and request portal
    • High-level resource management
    • Project status, cost, and risk tracking

    "Price tags [for PPM tools] vary considerably. Expensive products don't always provide more capability. Inexpensive products are generally low cost for good reason." (Merkhofer)

    Your PPM tool options are not limited to commercial offerings

    Despite the rapid growth in the commercial PPM tool market today, homegrown approaches like spreadsheets and intranet sites continue to be used as PPM tools.

    Kinds of PPM solutions used by Info-Tech clients

    A pie chart visualizing the kinds of PPM solutions that are used by Info-Tech clients. There are three sections, the largest of which is 'Spreadsheet-based, 46%', then 'Commercial, 33%', then 'No solution, 21%'. (Source: Info-Tech Research Group (2016), N=433)

    Category

    Characteristics

    PPM maturity

    Enterprise tool
    • Higher professional services requirements for enterprise deployment
    • Larger reference customers
    High
    Mid-market tool
    • Lower expectation of professional services engaged in initial deployment contract
    • Fewer globally recognizable reference clients
    • Faster deployments
    High
    Entry-level tool
    • Lower cost than mid-market & enterprise PPM tools
    • Limited configurability, reporting, and resource management functionalities
    • Compelling solutions to the organizations that wants to get a fast start to a trial deployment
    Intermediate
    Spreadsheet based
    • Little/no up-front cost, highly customizable to suit your organization’s needs
    • Varying degrees of sophistication
    • Few people in the organization may understand the logic behind the tool; knowledge may not be easily transferrable
    Intermediate Low

    Determine the functional requirements of the PPM solution

    Associated Activity icon 3.1.1 – 20 minutes

    INPUT: PPM strategic plan

    OUTPUT: Modified PPM strategic plan with a proposed choice of PPM tool

    Materials: PPM Strategy Development Tool

    Participants: PMO Director/ Portfolio Manager, Project Managers, IT Managers

    Use the Tool Assessment tab (tab 4) of Info-Tech’s PPM Strategy Development Tool to rate and analyze functional requirements of your PPM solution.

    • Review the list of PPM features provided on column B of tab 4. You can add any desired features not listed.
    • Rate your near-term and long-term feature requirements using the drop-down menus in columns C and D. Your selections here will inform the tool selection bubble chart to the right of the features list.

    Screenshot showing the features list on tab 4 of the PPM Strategy Development Tool.

    Estimate your PPM tool budget

    Associated Activity icon 3.1.2 – 20 minutes

    INPUT: PPM strategic plan

    OUTPUT: Modified PPM strategic plan with a proposed choice of PPM tool

    Materials: PPM Strategy Development Tool

    Participants: CIO, PMO Director/ Portfolio Manager, Project Managers, IT Managers

    Enter the PPM tool budget information on the Tool Assessment tab of Info-Tech’s PPM Strategy Development Tool.

    • As a starting point, it can help to know that low-priced PPM tools cost around $1,000 per user per year. High-priced PPM tools cost around $3,000 per user per year.
    • Software-as-a-Service (SaaS)-based pricing for PPM solutions is increasingly popular. If you plan to purchase perpetual licensing, divide the total implementation and licensing cost by three years to be comparable with a three-year SaaS total cost of ownership analysis.

    Screenshot showing the tool assessment from the PPM Strategy Development Tool with 'Near-Term' and 'Long-Term' budget columns. Notes include 'Enter the number of fully licensed PPM users you expect to provision for and your estimated annual budget for a PPM tool', 'The tool assessment automatically calculates your annual budget per user, which is reflected in the bubble chart analysis (see next slide)'.

    Review the tool assessment graphic

    Associated Activity icon 3.1.3 – 20 minutes

    The map comparing commercial PPM tools from before, this time overlaid with 'Near-Term' and 'Long-Term' budgets as coloured circles. The vertical axis is 'Functionality Rating' and the horizontal axis is now 'Annual Cost/Budget per User'. 'Spreadsheets' are low functionality and low cost. 'Google Sites' are low to middling functionality and low cost. 'SharePoint' is middling functionality with a slightly higher cost. The 'Near-Term' budget circle covers those three tools. The next three start at middling cost and above-average functionality and trend higher in both categories: 'Commercial Entry-Level PPM', 'Commercial Mid-Market PPM', and 'Commercial Enterprise PPM'. The 'Long-Term' budget circle covers 'Commercial Mid-Market PPM'.

    If you are in one of the non-covered areas, consider revisiting your functional requirements and PPM strategy. You may need to lessen your expectations to be able to stay within your budget, or find a way to get more money.

    Keep in mind that the long-term goal can be to work towards a commercial tool, while the short-term goal would be to be able to maintain your portfolio in a simple spreadsheet first.

    Info-Tech Insight

    If you choose a commercial solution, you will need to gain executive buy-in in order to implement the tool; proceed to near-term and long-term plans to get the ball rolling on this decision.

    Review and customize slide 37, “Tools for PPM: proposed near- and long-term solutions,” in Info-Tech’s PPM Strategic Plan Template.

    Grow your own, or select and implement, a PPM solution with Info-Tech

    Whether you choose spreadsheet-based or commercially available PPM solutions, use Info-Tech’s research for scoping, designing, and implementing them.

    Info-Tech’s Grow Your Own PPM Solution blueprint will help you implement a highly evolved spreadsheet-based PPM solution. It features the Portfolio Manager 2017, a Microsoft Excel-based workbook that leverages its business intelligence features to provide a basis for implementing a scalable, highly customizable PPM tool with useful and easy-to-manipulate analytics.

    Read Info-Tech’s Grow Your Own PPM Solution blueprint.

    Info-Tech’s Select and Implement a PPM Solution blueprint is part of our Vendor Landscape research. Make sense of the diversity of PPM solutions available in today’s market, and choose the most appropriate solutions for your organization’s size and level of PPM maturity.

    Read Info-Tech’s Select and Implement a PPM Solution blueprint.

    A right-sized PPM strategy leads to a right-sized portfolio management tool based on Info-Tech’s template

    CASE STUDY

    Industry: Energy
    Source: Info-Tech Client

    “The approach makes it easy to run the portfolio without taking time away from the project themselves.” (IT Manager, Energy Resources Firm)

    Situation

    • A small IT department struggled with balancing project work with ongoing operational management and support work.
    • The department includes experienced and successful project managers and a mature, skilled team.
    • However, the nature of the department’s role has evolved to the point where the project and operational work demands have exceeded the available time.
    • Prioritization needed to become more centralized and formalized while management control of the work assignments became increasingly decentralized.

    Complication

    • Agile projects offer clear advantages by lightening the requirement for proactive planning. However, getting the staff to adapt would be challenging because of the overall workload and competing priorities.
    • Some of the team’s time needed to be carefully tracked and reported for time & materials-based billing, but the time sheet system was unsuited to their portfolio management needs.
    • Commercial PPM systems were ruled out because strict task management seemed unlikely to gain adoption.

    Resolution

    • The team deployed Info-Tech’s Project Portfolio Workbook, based on a Microsoft Excel template, and the Grow Your Own PPM Solution blueprint.
    • For the first time, executive leadership was given a 12-month forecast of resource capacity based on existing and pending project commitments. The data behind the capacity forecast was based on allocating people to projects with a percentage of their time for each calendar month.
    • The data behind the forecast is high level but easily maintainable.

    Step 3.2: Finalize customizing your PPM Strategic Plan Template

    PHASE 1

    PHASE 2

    PHASE 3

    1.11.22.12.23.13.2
    Choose the right PPM strategyTranslate strategy into process goalsDefine intake & resource mgmt. processesDefine reporting, closure, & benefits mgmt. processesSelect a right-sized PPM solutionFinalize your PPM strategic plan

    This step will walk you through the following activities:

    • Determine the costs of support your PPM strategic plan.
    • Estimate some of the benefits of your PPM strategic plan.
    • Perform a cost-benefit analysis.
    • Refine and consolidate the near-term action items into a cohesive plan.

    This step involves the following participants:

    • CIO
    • PMO Director/ Portfolio Manager
    • Project Managers
    • IT Managers

    Outcomes of this step

    • A cost/benefit analyst
    • An implementation action plan
    • A finalized PPM Strategic Plan Template

    Estimate the total cost-in-use of managing the project portfolio

    Supporting Tool icon 3.2.1 – PPM Strategy Development Tool, Tab 5: Costing Summary

    The time cost of PPM processes (tab 3) and PPM tool costs (tab 4) are summarized in this tab. Enter additional data to estimate the total PPM cost-in-use: the setup information and the current cost of PPM software tools.

    Screenshot of the PPM Strategy Development Tool, Tab 5: Costing Summary. Notes include 'If unknown, the overall HR budget of your project portfolio can be estimated as: (# FTEs) * (fully-loaded FTE cost per hour) * 1800', 'This is your total PPM cost-in-use'.

    Estimate the benefits of managing the project portfolio

    Supporting Tool icon 3.2.2 – PPM Strategy Development Tool, Tab 6: Benefits Assumptions

    The benefits of PPM processes are estimated by projecting the sources of waste on your resource capacity.

    1. Estimate the current extent of waste on your resource capacity. If you have completed Info-Tech’s PPM Current Score Scorecard, enter the data from the report.
    2. Screenshot of a Waste Assessment pie chart from the PPM Strategy Development Tool, Tab 6: Benefits Assumptions.
    3. Given your near- and long-term action items for improving PPM processes, estimate how each source of waste on your resource capacity will change.
    4. Screenshot of a Waste Assessment table titled 'These inputs represent the percentage of your overall portfolio budget that is wasted in each scenario' from the PPM Strategy Development Tool, Tab 6: Benefits Assumptions.

    Review the cost-benefit analysis results and update the PPM Strategic Plan Template

    Supporting Tool icon 3.2.3 – PPM Strategy Development Tool, Tab 7: Conclusion Screenshot of a 'PPM Strategy Cost-Benefit Analysis' from the PPM Strategy Development Tool, Tab 7: Conclusion. It has tables on top and bar charts underneath.

    This tab summarizes the costs and benefits of your PPM strategic plan.

    • Costs are estimated from wasted project capacity and time spent on PPM process work.
    • Benefits are estimated from the project capacity to be reclaimed as a result of improvements in PPM.
    • Return on investment is calculated by dividing the value of project capacity to be reclaimed by investment in PPM in addition to the current-state cost.

    Capture this summary in your PPM strategic plan.

    Customize slides 40 and 41, “Return on PPM investment,” in Info-Tech’s PPM Strategic Plan Template.

    Determine who will be responsible for coordinating the flow, collection, and reporting of portfolio data

    Supporting Tool icon 3.2.3 – Project Portfolio/PMO Analyst Job Description

    You will need to determine responsibilities and accountabilities for portfolio management functions within your team.

    If you do not have a clearly identifiable portfolio manager at this time, you will need to clarify who will wear which hats in terms of facilitating intake and prioritization, high-level capacity awareness, and portfolio reporting.

    • Use Info-Tech’s Project Portfolio Analyst Job Description Template to help clarify some of the required responsibilities to support your PPM strategy.
      • If you need to bring in an additional staff member to help support the strategy, you can customize the job description template to help advertise the position. Simply edit the text in grey within the template.
    • If you have other PPM tasks that you need to define responsibilities for, you can use the RASCI chart on the final tab of the PPM Strategy Develop Tool.

    Download Info-Tech’s Project Portfolio Analyst Job Description Template.

    Sample of Info-Tech's Project Portfolio Analyst Job Description Template.

    Refine and consolidate the near-term action items into a cohesive plan

    Associated Activity icon 3.2.4 – 30 minutes

    INPUT: Near-term action items

    OUTPUT: Near-term action plan

    Materials: PPM Strategy Development Tool

    Participants: PMO Director/ Portfolio Manager, Project Managers, Resource Managers, Business Analysts

    Collect the near-term action items for each of the five PPM processes and arrange them into a table that outlines the near-term action plan. Once it is compiled, adjust the timeline and responsibility so that the plan is coherent and realistic as a whole.

    Example:

    Outcome

    Action required

    Timeline

    Responsibility

    Determine the percentage distribution of project vs. non-project work Run a time audit survey with all project resources 2 weeks Resource managers
    Test a simple dashboard for project status Pilot Info-Tech’s Portfolio Manager 2017 workbook 2 weeks PMO Director

    "There is a huge risk of taking on too much too soon, especially with the introduction of specific tools and tool sets. There is also an element of risk involved that can lead to failure and disappointment with PPM if these tools are not properly introduced and supported." (Jim Carse, Director of the Portfolio Office, Queen’s University)

    Review and customize slide 43, “Summary of near-term action plan,” in Info-Tech’s PPM Strategic Plan Template.

    Finalize and publish your PPM strategic plan

    Table of Contents

    Read over the document to ensure its completeness and consistency.

    At this point, you have a PPM strategic plan that is actionable and realistic, which addresses the goals set by the senior leadership.

    The executive brief establishes the need for PPM strategy, the goals and metrics are set by members of the senior leadership that gave the initial buy-in, and the target states of PPM processes that meet those goals are described. Finally, the costs and benefits of the improved PPM practice are laid out in a way that can be validated.

    The next step for your PPM strategy is to use this document as a foundation for implementing and operationalizing the target-state PPM processes.

    Review and publish the document for your executive layer and key project stakeholders. Solicit their feedback.

    Info-Tech has a library of blueprints that will guide you through each of the five processes. Contact your Info-Tech account manager or Info-Tech analyst to get started.

    • Project Portfolio Management Strategy
      • Strategic Expectations
      • Overview
    • Leadership Mandate
    • Project Demand and Resource Supply
    • The Current State of Resource Utilization
    • PPM Processes
      • Project intake, prioritization, and approval
      • Resource management
      • Portfolio reporting
      • Project closure
      • Benefits realization
      • Tools for PPM
    • The Economic Impact of PPM
    • PPM Strategy Next Steps

    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 Barry Cousins.
    • 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:

    Sample of activity 3.1 'Scope the right-sized PPM solution for your PPM strategy'. Scope the right-sized PPM solution for your PPM strategy

    Use the PPM Strategy Development Tool to quickly determine our near- and long-term recommendation for your PPM solution.

    Sample of activity 3.2 'Conduct a cost-benefit analysis of your PPM strategic plan'. Conduct a cost-benefit analysis of your PPM strategic plan

    Using the time cost estimates of each process and the requirement for a PPM tool, Info-Tech helps you quantify the overhead costs of PPM and estimate the monetary benefits of reclaimed project capacity for your project portfolio.

    Insight breakdown

    Insight 1

    • Executive layer buy-in is a critical prerequisite for the success of a top-down PPM strategy. Ensure your executives are on board before preceding to implement your PPM strategy.

    Insight 2

    • The means of project and portfolio management (i.e. processes) shouldn’t eclipse the ends – strategic goals. Root your process in your PPM strategic goals to realize PPM benefits (e.g. optimized portfolio value, improved project throughput, increased stakeholder satisfaction).

    Insight 3

    • Without the proper information, decision makers are driving blind and are forced to make gut-feel decisions as opposed to data-informed decisions. Implement a PPM solution to allocate projects properly and ensure time and money don’t vanish without being accounted for.

    Summary of accomplishment

    Knowledge Gained

    • Info-Tech’s thought model on PPM processes that create an infrastructure around projects
    • Your current state of project portfolio: project capacity vs. project demand
    • Importance of gaining executive buy-in for installing the PPM practice

    Processes Optimized

    • Project intake, prioritization, and approval process
    • Resource management process
    • Portfolio reporting process
    • Project closure process
    • Benefits realization process

    Deliverables Completed

    • Choice of PPM strategy and the leadership mandate
    • Analysis of current project capacity and demand
    • PPM process goals and metrics, aligned to meet PPM strategic expectations
    • PPM process capability levels
    • Retrospective examination of current state, near/long-term action items for improvement, and high-level descriptions of the five PPM processes
    • Recommendation of PPM tools to support the processes
    • Estimate of PPM overhead costs
    • Cost-benefit analysis of PPM practice
    • PPM strategic plan

    Related Info-Tech Research

    • Develop a Project Portfolio Management Strategy
    • Grow Your Own PPM Solution
    • Optimize Project Intake, Approval, and Prioritization
    • Develop a Resource Management Strategy for the New Reality
    • Manage a Minimum-Viable PMO
    • Establish the Benefits Realization Process
    • Manage an Agile Portfolio
    • Establish the Benefits Realization Process
    • Project Portfolio Management Diagnostic Program
      The Project Portfolio Management Diagnostic Program is a low-effort, high-impact program designed to help project owners assess and improve their PPM practices. Gather and report on all aspects of your PPM environment in order to understand where you stand and how you can improve.

    Research contributors and experts

    Photo of Kiron D. Bondale PMP, PMI-RMP, CDAP, CDAI, Senior Project Portfolio Management Professional Kiron D. Bondale PMP, PMI-RMP, CDAP, CDAI
    Senior Project Portfolio Management Professional

    Kiron has worked in the project management domain for more than fifteen years managing multiple projects, leading Project Management Offices (PMO) and providing project portfolio management consulting services to over a hundred clients across multiple industries. He has been an active member of the Project Management Institute (PMI) since 1999 and served as a volunteer director on the Board of the PMI Lakeshore Chapter for six years. Kiron has published articles on project and project portfolio management in multiple journals and has delivered over a hundred webinar presentations on a variety of PPM and PM topics and has presented at multiple industry conferences. Since 2009, Kiron has been blogging on a weekly basis on project management topics and responds to questions daily in the LinkedIn PMI Project, Program and Portfolio Management discussion group.

    Photo of Shaun Cahill, Project Manager, Queen’s University Shaun Cahill, Project Manager &
    Jim Carse, Director of the Project Portfolio Office
    Queen’s University

    Research contributors and experts

    Photo of Amy Fowler Stadler, Managing Partner, Lewis Fowler Amy Fowler Stadler, Managing Partner
    Lewis Fowler

    Amy has more than 20 years of experience in business and technology, most recently owning her own management consulting firm since 2002, focused on business transformation, technology enablement, and operational improvement. Prior to that, she was at CenturyLink (formerly Qwest) as an IT Director, Perot Systems in various roles, and Information Handling Services, Inc. as a Software Development Product Manager.

    Amy holds a bachelor’s degree in Computer Science with a minor in Business Communications and is also a 2015 Hall of Fame inductee to Illinois State University College of Applied Science and Technology.

    Photo of Rick Morris, President, R2 Consulting LLC Rick Morris, President
    R2 Consulting LLC

    Rick A. Morris, PMP, is a certified Scrum Agile Master, Human Behavior Consultant, best-selling author, mentor, and evangelist for project management. Rick is an accomplished project manager and public speaker. His appetite for knowledge and passion for the profession makes him an internationally sought after speaker delivering keynote presentations for large conferences and PMI events around the world. He holds the PMP (Project Management Professional), MPM (Masters of Project Management), Scrum Agile Master, OPM3, Six Sigma Green Belt, MCITP, MCTS, MCSE, TQM, ATM-S, ITIL, and ISO certifications, and is a John Maxwell Certified Speaker, Mentor, and Coach. Rick is the Owner of R2 Consulting, LLC and has worked for organizations such as GE, Xerox, and CA, and has consulted with numerous clients in a wide variety of industries including financial services, entertainment, construction, non-profit, hospitality, pharmaceutical, retail, and manufacturing.

    Research contributors and experts

    Photo of Terry Lee Ricci PgMP, PfMP, PMP, PPM Practice Lead, IAG Consulting Terry Lee Ricci PgMP, PfMP, PMP, PPM Practice Lead
    IAG Consulting

    Terry is passionate and highly skilled at PMO transformation, developing high-performing teams that sustain long-term business results. Terry has a reputation built upon integrity, resourcefulness, and respect. She has the vision to implement long and short-term strategies, meeting both current and evolving business needs.

    Change Management/Business transformation: Terry has extensive background in PMO strategy development aligned to corporate goals. Many years in the PMO organization integration/transformation building or overhauling programs and processes.

    Governance: Terry loves to monitor and measure performance and outcomes and uses her collaborative style to successfully bring simplicity to complexity (technology – people – process). Performance optimization results are easy to use and clearly define who is doing what across functions. End results consistently align to business strategy while mitigating risks effectively.

    Comprehensive: A “through the ranks” executive with a comprehensive understanding of PMO operations, high-performance teams, and the respective business units they support.

    Photo of Alana Ruckstuhl MSc, IT Project Officer, Federal Economic Development Agency for Southern Ontario Alana Ruckstuhl MSc, IT Project Officer
    Federal Economic Development Agency for Southern Ontario

    Research contributors and experts

    Photo of Jay Wardle, Director of the PMO, Red Wing Shoes Co. Jay Wardle, Director of the PMO
    Red Wing Shoes Co.
    Photo of Bob White, Vice President/Chief Information Officer, ALM Holding Company Bob White, Vice President/Chief Information Officer
    ALM Holding Company

    As vice president and chief information officer for ALM Holding Company, Bob White directs all technology activity and support for three main verticals: road construction, energy management, and delivery and transportation. He has been with ALM Holding Company for one and a half years, focusing on PPM process improvement, cybersecurity initiatives, and IT service management.

    Prior to joining ALM, Bob was executive vice president/chief information officer at Ashley Furniture Industries, Inc. where he led the strategic direction, implementation, and management of information technology throughout the company’s global operations. Bob has also held VP/CIO positions at the Stride Rite Corporation and Timex Corporation.

    Bob holds a Master’s degree in Operations Management from the University of Arkansas and a Bachelor of Science degree in Industrial Engineering from Southern Illinois University.

    Bibliography

    Bersin, Josh. “Time to Scrap Performance Appraisals?” Forbes Magazine, 5 June 2013. Web. 30 Oct 2013.

    Cheese, Peter et al. “Creating an Agile Organization.” Accenture, Oct. 2009. Web. Nov. 2013.

    Croxon, Bruce et al. “Dinner Series: Performance Management with Bruce Croxon from CBC's 'Dragon's Den'” HRPA Toronto Chapter. Sheraton Hotel, Toronto, ON. 12 Nov. 2013. Panel discussion.

    Culbert, Samuel. “10 Reasons to Get Rid of Performance Reviews.” Huffington Post Business, 18 Dec. 2012. Web. 28 Oct. 2013.

    Denning, Steve. “The Case Against Agile: Ten Perennial Management Objections.” Forbes Magazine, 17 Apr. 2012. Web. Nov. 2013.

    Estis, Ryan. “Blowing up the Performance Review: Interview with Adobe’s Donna Morris.” Ryan Estis & Associates, 17 June 2013. Web. Oct. 2013.

    Gallup, Inc. “Gallup Study: Engaged Employees Inspire Company Innovation.” Gallup Management Journal, 12 Oct. 2006. Web. 12 Jan 2012.

    Gartside, David et al. “Trends Reshaping the Future of HR.” Accenture, 2013. Web. 5 Nov. 2013.

    KeyedIn Solutions. “Why PPM and PMOs Fail.” KeyedIn Projects, 2013. Ebook.

    Lessing, Lawrence. Free Culture. Lulu Press Inc.: 30 July 2016.

    Merkhofer, Lee. “Keys to Implementing Project Portfolio Management.” Lee Merkhofer Consulting, 2017.

    Perry, Mark Price. Business Driven Project Portfolio Management. J Ross Pub: 17 May 2011.

    Project Management Institute. “Pulse of the Profession 2015: Capturing the Value of Project Management.” PMI, Feb. 2015. Web.

    Project Management Institute. “Pulse of the Profession 2016: The High Cost of Low Performance.” PMI, 2016. Web.

    Project Management Institute. “Pulse of the Profession 2017: Success Rates Rise.” PMI, 2017. Web.

    Project Management Institute. The Standard for Portfolio Management – Third Edition. PMI: 1 Dec. 2012.

    WGroup. “Common Pitfalls in Project Portfolio Management – Part 2.” WGroup, 24 Jan. 2017. Web.

    Select a Sourcing Partner for Your Development Team

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    • You have identified that a change to your sourcing strategy is required, based on market and company factors.
    • You are ready to select a new sourcing partner to drive innovation, time to market, increased quality, and improved financial performance.
    • Taking on a new partner is a significant investment and risk, and you must get it right the first time.
    • You need to make a change now to prevent losing clients and falling further behind your performance targets and your market.

    Our Advice

    Critical Insight

    Selecting a sourcing partner is a function of matching complex factors to your own firm. It is not a simple RFP exercise; it requires significant introspection, proactive planning, and in-depth investigation of potential partners to choose the right fit.

    Impact and Result

    Choosing the right sourcing partner is a four-step process:

    1. Assess your companies' skills and processes in the key areas of risk to sourcing initiatives.
    2. Based on the current situation, define a profile for the matching sourcing partner.
    3. Seek matching partners from the market, either in terms of vendor partners or in terms of sourcing locations.
    4. Based on the choice of partner, build a plan to implement the partnership, define metrics to measure success, and a process to monitor.

    Select a Sourcing Partner for Your Development Team Research & Tools

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

    1. Select a Sourcing Partner for Your Development Team Storyboard – Use this presentation to select a partner to best fit your sourcing needs and deliver long-term value.

    This project helps select a partner for sourcing of your development team so that you can realize the benefits from changing your sourcing strategy.

    • Select a Sourcing Partner for Your Development Team Storyboard

    2. Select a Sourcing Partner for Your Development Team Presentation Template – Use this template to build a presentation to detail your decision on a sourcing partner for your development team.

    This presentation template is designed to capture the results from the exercises within the storyboard and allow users to build a presentation to leadership showing how selection was done.

    • Select a Sourcing Partner for Your Development Team Presentation Template

    3. Select a Sourcing Partner for Your Development Team Presentation Example – Use this as a completed example of the template.

    This presentation template portrays what the completed template looks like by showing sample data in all tables. It allows members to see how each exercise leads to the final selection of a partner.

    • Select a Sourcing Partner for Your Development Team Example Template
    [infographic]

    Further reading

    Select a Sourcing Partner for Your Application Development Team

    Choose the right partner to enable your firm to maximize the value realized from your sourcing strategy.

    Analyst Perspective

    Selecting the right partner for your sourcing needs is no longer a cost-based exercise. Driving long-term value comes from selecting the partner who best matches your firm on a wide swath of factors and fits your needs like a glove.

    Sourcing in the past dealt with a different kind of conversation involving two key questions:

    Where will the work be done?

    How much will it cost?

    How people think about sourcing has changed significantly. People are focused on gaining a partner, and not just a vendor to execute a single transaction. They will add skills your team lacks, and an ability to adapt to your changing needs, all while ensuring you operate within any constraints based on your business.

    Selecting a sourcing partner is a matching exercise that requires you to look deep into yourself, understand key factors about your firm, and then seek the partner who best meets your profile.

    The image contains a picture of Dr. Suneel Ghei.

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

    Executive Summary

    Your Challenge

    Common Obstacles

    Info-Tech’s Approach

    • You have identified that a change to your sourcing strategy is required based on market and company factors.
    • You are ready to select a new sourcing partner to drive innovation, time to market, increased quality, and improve financial performance.
    • Taking on a new partner is a significant investment and risk, and you must get it right the first time.
    • You need to make a change now to avoid falling further behind your performance targets and your market, and losing clients.

    Almost half of all sourcing initiatives do not realize the projected savings, and the biggest reason is the choice of partner.

    The market for Application Development partners has become more diverse, increasing choice and the risk of making a costly mistake by choosing the wrong partner.

    Firms struggle with how best to support the sourcing partner and allocate resources with the right skills to maximize success, increasing the cost and time to implement, and limiting benefits.

    Making the wrong choice means inferior products, and higher costs and losing both clients and reputation.

    • Choosing the right sourcing partner is a four-step process:
    1. Assess your company's skills and processes in the key areas of risk to sourcing initiatives.
    2. Based on the current situation, define a profile for the matching sourcing partner.
    3. Seek matching partners from the market, either in terms of vendor partners or in terms of sourcing locations.
    4. Based on your choice of partner, build a plan to implement the partnership, and define metrics to measure success and a process to monitor.

    Info-Tech Insight

    Successfully selecting a sourcing partner is not a simple RFP exercise to choose the lowest cost. It is a complex process of introspection, detailed examination of partners and locations, and matching the fit. It requires you to seek a partner that is the Yin to your Yang, and failure is not an option.

    You need a new source for development resources

    You are facing immediate challenges that require a new approach to development resourcing.

    • Your firm is under fire; you are facing pressures financially from clients and your competitors.
    • Your pace of innovation and talent sourcing is too slow and too limiting.
    • Your competition is moving faster and your clients are considering their options.
    • Revenues and costs of development are trending in the wrong direction.
    • You need to act now to avoid spiraling further.

    Given how critical our applications are to the business and our clients, there is no room for error in choosing our partner.

    A study of 121 firms outsourcing various processes found that 50% of those surveyed saw no gains from the outsourcing arrangement, so it is critical to make the right choice the first time.

    Source: Zhang et al

    Big challenges await you on the journey

    The road to improving sourcing has many potholes.

    • In a study of 121 firms who moved development offshore, almost 50% of all outsourcing and offshoring initiatives do not achieve the desired results.
    • In another study focused on large corporations, it was shown that 70% of respondents saw negative outcomes from offshoring development.
    • Globalization of IT Services and the ability to work from anywhere have contributed to a significant increase in the number of development firms to choose from.
    • Choosing and implementing a new partner is costly, and the cost of choosing the wrong partner and then trying to correct your course is significant in dollars and reputation:
      • Costs to find a new partner and transition
      • Lost revenue due to product issues
      • Loss of brand and reputation due to poor choice
    • The wrong choice can also cost you in terms of your own resources, increasing the risk of losing more knowledge and skills.

    A survey of 25 large corporate firms that outsourced development offshore found that 70% of them had negative outcomes.

    (Source: University of Oregon Applied Information Management, 2019)

    Info-Tech’s approach

    Selecting the right partner is a matching exercise.

    Selecting the right partner is a complex exercise with many factors

    1. Look inward. Assess your culture, your skills, and your needs.
    • Market
    • People
    • Culture
    • Technical aspects
  • Create a profile for the perfect partner to fit your firm.
    • Sourcing Strategy
    • Priorities
    • Profile
  • Find the partner that best fits your needs
    • Define RFx
    • Target Partners
    • Evaluate
  • Implement the partner and put in metrics and process to manage.
    • Contract Partner
    • Develop Goals
    • Create Process and Metrics

    The Info-Tech difference:

    1. Assess your own organization’s characteristics and capabilities in four key areas.
    2. Based on these characteristics and the sourcing strategy you are seeking to implement, build a profile for your perfect partner.
    3. Define an RFx and assessment matrix to survey the market and select the best partner.
    4. Implement the partner with process and controls to manage the relationship, built collaboratively and in place day 1.

    Insight summary

    Overarching insight

    Successfully selecting a sourcing partner is not a simple RFP exercise to choose the lowest cost. It is a complex process of introspection, detailed examination of partners and locations, and matching the fit. It requires you to seek a partner that is the Yin to your Yang, and failure is not an option.

    Phase 1 insight

    Fitting each of these pieces to the right partner is key to building a long-term relationship of value.

    Selecting a partner requires you to look at your firm in depth from a business, technical, and organizational culture perspective.

    Phase 2 insight

    The factors we have defined serve to build us a profile for the ideal partner to engage in sourcing our development team. This profile will lead us to be able to define our RFP / RFI and assess respondents.

    Phase 3/4 insight

    Implement the relationship the same way you want it to work, as one team. Work together on contract mechanism, shared goals, metrics, and performance measurement. By making this transparent you hasten the development of a joint team, which will lead to long-term success.

    Tactical insight

    Ensure you assess not just where you are but where you are going, in choosing a partner. For example, you must consider future markets you might enter when choosing the right sourcing, or outsourcing location to maintain compliance.

    Tactical insight

    Sourcing is not a replacement for your full team. Skills must be maintained in house as well, so the partner must be willing to work with the in-house team to share knowledge and collaborate on deliverables.

    Addressing the myth – Single country offshoring or outsourcing

    Research shows that a multi-country approach has a higher chance of success.

    • Research shows that firms trying their own captive development centers fail 20% of the time. ( Journal of Information Technology, 2008)
    • Further, the overall cost of ownership for an offshore center has shown to be significantly higher than the cost of outsourcing, as the offshore center requires more internal management and leadership.
    • Research shows that offshoring requires the offshore location to also house business team members to allow key relationships to be built and ensure more access to expertise. (Arxiv, 2021)
    • Given the specificity of employment laws, cultural differences, and leadership needs, it is very beneficial to have a Corporate HR presence in countries where an offshore center is being set up. (Arxiv, 2021)
    • Lastly, given the changing climate on security, geopolitical changes, and economic factors, our research with service providers and corporate clients shows a need to have more diversity in provider location than a single center can provide.

    Info-Tech Insight

    Long-term success of sourcing requires more than a development center. It requires a location that houses business and HR staff to enable the new development team to learn and succeed.

    Addressing the myth – Outsourcing is a simple RFP for skills and lowest cost

    Success in outsourcing is an exercise in finding a match based on complex factors.

    • In the past, outsourcing was a simple RFP exercise to find the cheapest country with the skills.
    • Our research shows this is no longer true; the decision is now more complex.
    • Competition has driven costs higher, while time business integration and security constraints have served to limit the markets available.
    • Company culture fit is key to the ability to work as one team, which research shows is a key element in delivery of long-term value. (University of Oregon, 2019).
    • These are some of the many factors that need to be considered as you choose your outsourcing partner.
    • The right decision is to find the vendor that best matches the current state of your culture, meets your market constraints, and will allow for best integration to your team – it's not about cheapest or pure skills. (IEEE Access, 2020)

    Info-Tech Insight

    Finding the right outsourcing vendor is an exercise in knowing yourself and then finding the best match to align with your key traits. It's not just costs and skills, but the partner who best matches with your ability to mitigate the risks of outsourcing.

    Phase 1

    Look inward to gain insight on key factors

    Introspection

    1.1 Assess your market factors

    1.2 Determine your people factors

    1.3 Review your current culture

    1.4 Document your technical factors

    Profiling

    2.1 Recall your sourcing strategy

    2.2 Prioritize your company factors

    2.3 Create target profile

    Partner selection

    3.1 Review your RFx

    3.2 Identify target vendors

    3.3 Evaluate vendor

    responses

    Implementation

    4.1 Engage partner to choose contract mechanism

    4.2 Engage partner team to define goals

    4.3 Choose your success

    metrics

    This phase will walk you through assessing and documenting the key driving factors about your firm and the current situation.

    By defining these factors, you will be able to apply this information in the matching process to select the best fit in a partner.

    This phase involves the following participants:

    Line of Business leaders

    Technology leaders

    Key criteria to assess your firm

    Research shows firms must assess themselves in different areas.

    Market factors

    • Who are your clients and your competitors, and what legal constraints do you face?

    People / Process factors

    • What employee skills are you seeking, what is your maturity in product management and stakeholder engagement, and what languages are spoken most predominantly?

    Cultural factors

    • What is your culture around communications, collaboration, change management, and conflict resolution?

    Technical factors

    • What is your current / future technical platform, and what is the maturity of your applications?

    Info-Tech Best Practice

    When assessing these areas, consider where you are today and where you want to go tomorrow, as choosing a partner is a long-term endeavor.

    Step 1.1

    Assess your market factors

    Activities

    1.1.1 Review your client list and future projections to determine your market factors.

    1.1.2 Review your competitive analysis to determine your competitive factors

    This step involves the following participants:

    Business leaders

    Product Owners

    Technology leaders

    Outcomes of this step

    Details of key market factors that will drive the selection of the right partner.

    Market factors

    The Market has a lot to say about the best match for your application development partner.

    Research in the space has defined key market-based factors that are critical when selecting a partner.

    1. Market sectors you service or plan to service – This is critical, as many market sectors have constraints on where their data can be accessed or stored. These restrictions also change over time, so they must be consistently reviewed.
    • E.g. Canadian government data must be stored and only accessed in Canada.
    • E.g. US Government contracts require service providers to avoid certain countries.
  • Your competitors – Your competitors can often seize on differences and turn them to differentiators; for example, offshoring to certain countries can be played up as a risk by a competitor who does all their work in a particular country.
  • Your clients – Research shows that clients can have very distinct views on services being performed in certain countries due to perceived risk, culture, and geopolitical factors. Understanding the views of major clients on globalization of services is a key factor in maintaining client satisfaction.
  • Info-Tech Insight

    Understanding your current and future market factors ensure that your business can not only be successful with the chosen partner today, but also in the future.

    1.1.1 Assess your market factors

    30 min

    Market factors

    1. Group your current client list into three categories:
      1. Those that have no restrictions on data security, privacy or location.
      2. Those that ask for assurances on data security, privacy and location.
      3. Those clients who have compliance restrictions related to data security, privacy, and location.
    2. Categorize future markets into the same three categories.
    3. Based on revenue projections, estimate the revenue from each category as a percentage of your total revenue.

    Download the Select a Sourcing Partner Presentation Template

    Input Output
    • Current client list
    • Future market plans
    • Competitive analysis
    • Completion of the Market Factors chart in the Select a Sourcing Partner for Your Development Team template
    Materials Participants
    • Select a Sourcing Partner for Your Development Team Presentation template
    • Technology leaders
    • Product owners
    • Line of business leaders
    • Finance leaders

    Assess your market factors

    Market and sector

    Market share and constraints

    Market category

    Sector – Public, private or both

    Market share of category

    Key areas of concern

    Not constrained by data privacy, security or location

    Private

    50%

    Require assurances on data security, privacy or location

    Public

    45%

    Data access

    Have constraints that preclude choices related to data security, privacy and location

    Public

    5%

    Data residency

    1.1.2 Review your competitive factors

    30 min

    Competitive factors

    1. List your largest competitors.
    2. Document their sourcing strategies for their development team – are they all onshore or nearshore? Do they outsource?
    3. Based on this, identify competitive threats based on changing sourcing strategies.

    Download the Select a Sourcing Partner Presentation Template

    Input Output
    • Current client list
    • Future market plans
    • Competitive analysis
    • Completion of the Market Factors chart in the Select a Sourcing Partner for Your Development Team template
    Materials Participants
    • Select a Sourcing Partner for Your Development Team Presentation template
    • Technology leaders
    • Product owners
    • Line of business leaders
    • Finance leaders

    Review your competitive factors

    Competitors

    Competitor sourcing strategy

    Competitive threats

    Competitor

    Where is the market?

    Is this onshore / near shore / offshore?

    Data residency

    How could competitors take advantage of a change in our sourcing strategy?

    Competitor X

    Canada / US

    All work done in house and onshore

    Kept in Canada / US

    If we source offshore, we will face a Made in Canada / US threat

    Step 1.2

    Consider your people-related factors

    Activities

    1.2.1 Define your people factors

    1.2.2 Assess your process factors

    This step involves the following participants:

    Technical leaders

    Outcomes of this step

    Details of key people factors that will drive the selection of the right partner.

    People / process factors

    People and process have a large hand in the success or failure of a partner relationship.

    • Alignment of people and process are critical to the success of the partner relationship over the long term.
    • In research on outsourcing / offshoring, Rahman et al identified ten factors that directly impact success or failure in offshoring or outsourcing of development.
    • Key among them are the following:
      • Employee skills
      • Project management
      • Maturity of process concerning product and client management
      • Language barrier

    Info-Tech Insight

    People are a critical resource in any sourcing strategy. Making sure the people and the processes will mesh seamlessly is how to ensure success.

    1.2.1 Define your people factors

    30 min

    Skills Inventory

    1. List skills needed in the development team to service current needs.
    2. Based on future innovation and product direction, add skills you foresee needing in the next 12-24 months. Where do you see a new technology platform (e.g. move from .NET to Java) or innovation (addition of Mobile)?
    3. List current skills present in the team.
    4. Identify skills gaps.

    Download the Select a Sourcing Partner Presentation Template

    InputOutput
    • Product plans for current and future products
    • Technology platform plans for current products
    • Future innovation plans
    • People- and process-related factors that influence sourcing decisions
    MaterialsParticipants
    • Select a Sourcing Partner for Your Development Team Presentation template
    • Technology leaders
    • Product owners
    • Solution architects

    Assess your people - Skills inventory

    Skills required

    Strategic value

    Skills present

    Skill you are seeking

    Required today or in the future

    Rate the skill level required in this area

    Is this a strategic focus for the firm for future targets?

    Is this skill present in the team today?

    Rate current skill level (H/M/L)

    Java Development

    Future

    High

    Yes

    No

    Low

    .Net Development

    Today

    Med

    No

    Yes

    High

    1.2.2 Assess your process factors

    30 min

    Process factors

    1. Do you have a defined product ownership practice?
    2. How mature is the product ownership for the product you are seeking to change sourcing for (H/M/L)?
    3. Do you have project management principles and governance in place for software releases?
    4. What is the relative maturity / skill in the areas you are seeking sourcing for (H/M/L)?

    Download the Select a Sourcing Partner Presentation Template

    InputOutput
    • Product plans for current and future products
    • Technology platform plans for current products
    • Future innovation plans
    • People- and process-related factors that influence sourcing decisions
    MaterialsParticipants
    • Select a Sourcing Partner for Your Development Team Presentation template
    • Technology leaders
    • Product owners
    • Solution architects

    Assess your process factors

    Product ownership

    Project management

    Product where sourcing is being changed

    Product ownership in place?

    Skills / maturity rating (H/M/L)

    Project management / governance in place for software releases

    Rate current maturity / skill level (H/M/L)

    ABC

    Yes

    High

    Yes

    High

    SQW

    No

    Low

    Yes

    High

    Step 1.3

    Review your current culture

    Activities

    1.3.1 Assess your communications factors

    1.3.2 Assess your conflict resolution factors

    This step involves the following participants:

    Technical leaders

    Product owners

    Project managers

    Outcomes of this step

    Details of key culture factors that will drive the selection of the right partner.

    Cultural factors

    Organization culture fit is a driver of collaboration between the teams, which drives success.

    • In their study of country attractiveness for sourcing development, Kotlarsky and Oshri point to the ability of the client and their sourcing partner to work as one team as a key to success.
    • This requires synergies in many cultural factors to avoid costly miscommunications and misinterpretations that damage collaboration.
    • Key factors in achieving this are:
      • Communications methodology and frequency; managing and communicating to the teams as one team vs two, and communicating at all levels, vs top down.
      • Managing the team as one integrated team, with collaboration enabled between all resources, rather than the more adversarial client vs partner approach.
      • Conflict resolution strategies must align so all members of the extended team work together to resolve conflict vs the traditional “Blame the Contractors”.
      • Strong change management is required to keep all team members aligned.

    Info-Tech Insight

    Synergy of culture is what enables a good partner selection to become a long-term relationship of value.

    1.3.1 Assess your communications factors

    30 min

    1. List all the methods you use to communicate with your development team – face to face, email, conference call, written.
    2. For each form of communication confirm frequency, medium, and audience (team vs one-on-one)
    3. Confirm if these communications take into account External vs Internal resources and different time zones, languages, and cultures.
    4. Is your development team broken up into teams by function, by location, by skill, etc., or do you operate as one team?

    Download the Select a Sourcing Partner Presentation Template

    Input Output
    • Communication process with existing development team
    • Examples of how external staff have been integrated into the process
    • Examples of conflicts and how they were resolved
    • Documentation of key cultural characteristics that need to be part of provider profiling
    Materials Participants
    • Select a Sourcing Partner for Your Development Team Presentation template
    • Technology leaders
    • Product owners
    • Project managers

    Assess your communications strategy

    Communications

    Type

    Frequency

    Audience

    One communication or one per audience?

    Level of two-way dialogue

    Face-to-face team meetings

    Weekly

    All developers

    One

    High

    Daily standup

    Daily

    Per team

    One per audience

    Low

    1.3.2 Assess your conflict resolution factors

    30 min

    1. How does your organization handle the following types of conflict? Rate from 1-5, with 1 being hierarchical and 5 being openly collaborative.
      1. Developers on a team disagree.
      2. Development team disagrees with manager.
      3. Development team disagrees with product owner.
      4. Development team disagrees with line of business.
    2. Rate each conflict resolution strategy based on effectiveness.
    3. Confirm if this type of strategy is used for internal and external resources, or internal only.

    Download the Select a Sourcing Partner Presentation Template

    InputOutput
    • Communication process with existing development team
    • Examples of how external staff have been integrated into the process
    • Examples of conflicts and how they were resolved
    • Documentation of key cultural characteristics that need to be part of provider profiling
    MaterialsParticipants
    • Select a Sourcing Partner for Your Development Team Presentation template
    • Technology leaders
    • Product owners
    • Project managers

    Assess your conflict resolution strategy

    Conflict

    Resolution strategy

    Effectiveness

    Audience

    Conflict type

    Rate the resolution strategy from hierarchical to collaborative (1-5)

    How effective is this method of resolution from 1-5?

    Is this strategy used for external parties as well as internal?

    Developer to product owner

    44

    Yes

    Developer to manager

    12

    Yes

    Step 1.4

    Document your technical factors

    Activities

    1.4.1 Document your product / platform factors

    1.4.2 Document your environment details

    This step involves the following participants:

    Technical leaders

    Product owners

    Outcomes of this step

    Details of key technical factors that will drive the selection of the right partner.

    Technical factors

    Technical factors are still the foundation for a Development sourcing relationship.

    • While there are many organizational factors to consider, the matching of technological factors is still the root on which the sourcing relationship is built; the end goal is to build better software.
    • Key technical Items that need to be aligned based on the research are:
      • Technical infrastructure
      • Development environments
      • Development methodology and tools
      • Deployment methodology and tools
      • Lack of/poor-quality technical documentation
    • Most RFPs focus purely on skills, but without alignment on the above items, work becomes impossible to move forward quickly, limiting the chances of success.

    Info-Tech Insight

    Technical factors are the glue that enables teams to function together. Ensuring that they are fully integrated is what enables team integration; seams in that integration represent failure points.

    1.4.1 Document your product / platform factors

    30 mins

    1. How many environments does each software release go through from the start of development through release to production?
    2. What is the infrastructure and development platform?

    Download the Select a Sourcing Partner Presentation Template

    InputOutput
    • Development process
    • Deployment process
    • Operations process
    • IT security policies
    • Documentation of key technical characteristics that need to be part of provider profiling
    MaterialsParticipants
    • Select a Sourcing Partner for Your Development Team Presentation template
    • Development leaders
    • Deployment team leaders
    • Infrastructure leaders
    • IT operations leaders
    • Product owners
    • Project managers

    Document your product / platform

    Product / Platform

    Product you are seeking a sourcing solution for

    What is the current infrastructure platform?

    How many environments does the product pass through?

    What is the current development toolset?

    ABC

    Windows

    Dev – QA – Preprod - Prod

    .Net / Visual Studio

    1.4.2 Document your environment details

    30 min

    For each environment detail the following:

    1. Environment on premises or in cloud
    2. Access allowed to external parties
    3. Production data present and unmasked
    4. Deployment process: automated or manual
    5. Tools used for automated deployment
    6. Can the environment be restored to last known state automatically?
    7. Does documentation exist on the environment, processes and procedures?

    Download the Select a Sourcing Partner Presentation Template

    InputOutput
    • Development process
    • Deployment process
    • Operations process
    • IT security policies
    • Documentation of key technical characteristics that need to be part of provider profiling
    MaterialsParticipants
    • Select a Sourcing Partner for Your Development Team Presentation template
    • Development leaders
    • Deployment team leaders
    • Infrastructure leaders
    • IT operations leaders
    • Product owners
    • Project managers

    Document Your Environment Details

    Environment

    Location

    Access

    Deployment

    Data

    Name of Environment

    Is the environment on premises or in the cloud (which cloud)?

    Is external access allowed?

    Is deployment automated or manual?

    Tool used for deployment

    Is reset automated?

    Does the environment contain unmasked production data?

    Dev

    Cloud

    Yes

    Automated

    Azure DevOps

    Yes

    No

    QA

    Cloud

    Yes

    Automated

    Azure DevOps

    Yes

    No

    Preprod

    On Premises

    No

    Manual

    N/A

    No

    Yes

    Phase 2

    Introspection

    1.1 Assess your market factors

    1.2 Determine your people factors

    1.3 Review your current culture

    1.4 Document your technical factors

    Profiling

    2.1 Recall your sourcing strategy

    2.2 Prioritize your company factors

    2.3 Create target profile

    Partner selection

    3.1 Review your RFx

    3.2 Identify target vendors

    3.3 Evaluate vendor

    responses

    Implementation

    4.1 Engage partner to choose contract mechanism

    4.2 Engage partner team to define goals

    4.3 Choose your success

    metrics

    This phase will help you to build a profile of the partner you should target in your search for a sourcing partner.

    This phase involves the following participants:

    Technology leaders

    Procurement leaders

    Product owners

    Project managers

    Build a profile for the right partner

    • Finding the perfect partner is a puzzle to solve, an exercise between the firm and the partners.
    • It is necessary to be able to prioritize and to identify opportunities where you can adapt to create a fit.
    • You must also bring forward the sourcing model you are seeking and prioritize factors based on that; for example, if you are seeking a nearshore partner, language may be less of a factor.

    Review factors based on sourcing choice

    Different factors are more important depending on whether you are insourcing or outsourcing.

    Key risks for insourcing

    • Alignment on communication strategy and method
    • Ability to align culturally
    • Need for face-to-face relationship building
    • Need for coaching skills

    Key risks for outsourcing

    • Giving control to the vendor
    • Legal and regulatory issues
    • Lack of knowledge at the vendor
    • Language and cultural fit

    Assessing your firm's position

    • The model you derived from the Sourcing Strategy research will inform the prioritization of factors for matching partners.

    Info-Tech Insight

    To find the best location for insourcing, or the best vendor for outsourcing, you need to identify your firm's positions on key risk areas.

    Step 2.1

    Recall your sourcing strategy

    Activities

    2.1.1 Define the key factors in your sourcing strategy

    This step involves the following participants:

    Technology Leaders

    Outcomes of this step

    Documentation of the Sourcing Strategy you arrived at in the Define a Sourcing Strategy exercises

    Choosing the right model

    The image contains a screenshot of the legend that will be used down below. The legend contains circles, from the left there is a empty circle, a one quarter filled circle, half filled circle, three-quarter filled circle , and a fully filled in circle.

    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?

    The image contains a screenshot of the filled in whole circle to demonstrate high. The image contains a screenshot of the three-quarter filled circle to demonstrate medium high. The image contains a screenshot of the one-quarter filled circle to demonstrate medium low. The image contains a screenshot of the half filled circle to demonstrate medium. The image contains a screenshot of the one-quarter filled circle to demonstrate medium low. The image contains a screenshot of the empty circle to demonstrate low.

    Absorptive capacity

    How successful has the organization been at bringing outside knowledge back into the firm?

    The image contains a screenshot of the empty circle to demonstrate low. The image contains a screenshot of the one-quarter filled circle to demonstrate medium low. The image contains a screenshot of the one-quarter filled circle to demonstrate medium low. The image contains a screenshot of the half filled circle to demonstrate medium. The image contains a screenshot of the one-quarter filled circle to demonstrate medium low. The image contains a screenshot of the filled in whole circle to demonstrate high.

    Integration complexity

    How many integrations are required for the product to function – fewer than 5, 5-10, or more than 10?

    The image contains a screenshot of the filled in whole circle to demonstrate high. The image contains a screenshot of the three-quarter filled circle to demonstrate medium high. The image contains a screenshot of the three-quarter filled circle to demonstrate medium high. The image contains a screenshot of the half filled circle to demonstrate medium. The image contains a screenshot of the one-quarter filled circle to demonstrate medium low. The image contains a screenshot of the empty circle to demonstrate low.

    Product ownership

    Do you have full-time product owners in place for the products? Do product owners have control of their roadmaps?

    The image contains a screenshot of the one-quarter filled circle to demonstrate medium low. The image contains a screenshot of the half filled circle to demonstrate medium. The image contains a screenshot of the three-quarter filled circle to demonstrate medium high. The image contains a screenshot of the half filled circle to demonstrate medium. The image contains a screenshot of the filled in whole circle to demonstrate high. The image contains a screenshot of the filled in whole circle to demonstrate high.

    Organization culture fit

    What are your organization’s communication and conflict resolution strategies? Is your organization geographically dispersed?

    The image contains a screenshot of the one-quarter filled circle to demonstrate medium low. The image contains a screenshot of the one-quarter filled circle to demonstrate medium low. The image contains a screenshot of the three-quarter filled circle to demonstrate medium high. The image contains a screenshot of the one-quarter filled circle to demonstrate medium low. The image contains a screenshot of the three-quarter filled circle to demonstrate medium high. The image contains a screenshot of the filled in whole circle to demonstrate high.

    Vendor mgmt skills

    What is your skill level in vendor management? How old are your longest-standing vendor relationships?

    The image contains a screenshot of the empty circle to demonstrate low. The image contains a screenshot of the one-quarter filled circle to demonstrate medium low. The image contains a screenshot of the one-quarter filled circle to demonstrate medium low. The image contains a screenshot of the half filled circle to demonstrate medium. The image contains a screenshot of the three-quarter filled circle to demonstrate medium high. The image contains a screenshot of the filled in whole circle to demonstrate high.

    2.1.1 Define the key factors in your sourcing strategy

    30 min

    For each product you are seeking a sourcing strategy for, document the following:

    1. Product or team name.
    2. Sourcing strategy based on Define a Sourcing Strategy.
    3. The primary drivers that led to this selection – Business Dependence, Absorptive Capacity, Integration Complexity, Product Ownership, Culture or Vendor Management.
    4. The reasoning for the selection based on that factor – e.g. we chose nearshoring based on high business dependence by our development team.

    Download the Select a Sourcing Partner Presentation Template

    Input Output
    • Sourcing Strategy from Define a Sourcing Strategy for your Development Team
    • Reasoning that drove the sourcing strategy selection
    Materials Participants
    • Select a Sourcing Partner for Your Development Team Presentation template
    • Technology leadership

    Define sourcing strategy factors

    Sourcing strategy

    Factors that led to selection

    Product you are seeking a sourcing solution for

    Strategy defined

    Key factors that led to that choice

    Reasoning

    ABC

    Outsourcing - Offshore

    • Product ownership
    • Business integration
    • Product maturity
    • Technical environment

    Mature product ownership and low requirement for direct business involvement.

    Mature product with lower environments in cloud.

    Step 2.2

    Prioritize your company factors

    Activities

    2.2.1 Prioritize the factors from your sourcing strategy and confirm if mitigation or adaptation are possible.

    This step involves the following participants:

    IT Leadership team

    Outcomes of this step

    Prioritized list of key factors

    2.2.1 Prioritize your sourcing strategy factors

    30 min

    1. For each of the factors listed in exercise 2.1, prioritize them by importance to the firm.
    2. For each factor, please confirm if there is room to drive change internally to overcome the lack of a match – for example, if the culture being changed in language and conflict resolution is an option, then say Yes for that factor.

    Download the Select a Sourcing Partner Presentation Template

    InputOutput
    • Sourcing Strategy factors from 2.1
    • Prioritized list of sourcing strategy factors
    MaterialsParticipants
    • Select a Sourcing Partner for Your Development Team Presentation template
    • Technology leaders

    Sourcing strategy factors and priority

    Sourcing strategy

    Factors that led to selection

    Priority of factor in decision

    Change possible

    Product you are seeking a sourcing solution for

    Strategy defined

    Key factors that led to your choice

    Reasoning

    Priority of factor 1-x

    Is there an opportunity to adapt this factor to a partner?

    ABC

    Outsourcing - offshore

    • Product ownership
    • Business integration
    • Product maturity
    • Technical environment

    Mature product ownership

    Low requirement for direct business involvement

    Mature product with lower environments in cloud

    2

    1

    3

    N

    N

    Y

    Step 2.3

    Create target profile

    Activities

    2.3.1 Profile your best fit

    This step involves the following participants:

    IT Leadership team

    Outcomes of this step

    Profile of the target partner

    Profiling your best fit

    Creating a target profile will help you determine which partners should be included in the process.

    Given the complexity of all the factors and trying to find the best fit from a multitude of partners, Info-Tech recommends forming a target profile for your best fit of partner.

    This profile provides a detailed assessment matrix to use to review potential partners.

    Profile should be created based on priority; "must haves" are high priority, while properties that have mitigation opportunities are optional or lower priority.

    Criteria

    Priority

    Some US Govt contracts – data and staff in NATO

    1

    Windows environment – Azure DEVOPS

    2

    Clients in FS

    3

    Agile SDLC

    4

    Collaborative communication and conflict resolution

    5

    Mature product management

    6

    Languages English and Spanish

    7

    Partner Profile

    • Teams in NATO and non-NATO countries
    • Windows skills with Azure
    • Financial Services experience
    • Utilize Agile and willing to plug into our teams
    • Used to collaborating with clients in one team environment
    • One centre in Latin / South America

    Info-Tech Insight

    The factors we have defined serve to build us a profile for the ideal partner to engage in sourcing our development team. This profile will lead us to be able to define our RFP / RFI and assess respondents.

    Case study: Cognizant is partnering with clients on product development

    INDUSTRY: Technology Services

    SOURCE: Interview with Jay MacIsaac, Cognizant

    Cognizant is driving quality solutions for clients

    • Strives to be primarily an industry-aligned organization that delivers multiple service lines in multiple geographies.
    • Seeks to carefully consider client culture to create one team.
    • Value proposition is a consultative approach bringing thought leadership and mutually adding value to the relationship vs the more traditional order taker development partner
    • Wants to share in solution development to facilitate shared successes. Geographic alignment drives knowledge of the client and their challenges, not just about time zone and supportability.
    • Offers one of the largest offshore capabilities in the world, supported by local and nearshore resources to drive local knowledge.
    • Realizes today’s clients don’t typically want a black box, they are sophisticated and want transparency around the process and solution, to have a partner.
    • Understands that clients do want to know where the work is being delivered from and how it's being delivered, and want to help manage expectations and overall risk.

    Synergy with Info-Tech’s approach

    • Best relationship comes when teams operate as one.
    • Clients are seeking value, not a development black box.
    • Clients want to have a partner they can engage with, not just an order taker.
    • Goal is a one-team culture with shared goals and delivering business value.
    • Ideal is a partner that will add to their thinking, not echo it.

    Results of this approach

    • Cognizant is continuing to deliver double-digit growth and continues to strive for top quartile performance.
    • Growth in the client base has seen the company grow to over 340,000 associates worldwide.

    Case study: Cabot Technology Solutions uses industry knowledge to drive successful partnerships

    INDUSTRY: Technology Services

    SOURCE: Interview with Shibu Basheer, Cabot Technology Solutions

    Cabot Technology Solutions findings

    • Cabot Technology Solutions looks to partner with clients and deliver expertise and value, not just application development.
      • Focus on building deep knowledge in their chosen vertical, Healthcare.
      • Focus on partnering with clients in this space who are seeking a partner to provide industry knowledge and use this to propel them forward.
      • Look to work with clients seeking a one team philosophy.
      • Avoid clients looking for a cheap provider.
    • Recognizing the initial apprehension to India as a location, they have built a practice in Ontario that serves as a bridge for their offshore team.
    • Cabot overcame initial views and built trust, while integrating the India team in parallel.

    Synergy with Info-Tech approach

    • Preference is partners, not a client/vendor relationship.
    • Single country model is set aside in favor of mix of near and offshore.
    • Culture is a one team approach, not the more adversarial order-taker approach.
    • Goal is to build long-term relationships of value, not task management.

    Results of this approach

    • Cabot is a recognized as a top software development company in many markets across the USA.
    • Cabot continues to drive growth and build referenceable client relationships across North America.

    2.3.1 Profile your best fit

    30 min

    1. Document the list of skills you are seeking from the People Factors – Skills Inventory in Section 1.2 – these represent the skills you are seeking in a partner.
    2. Document the culture you are looking for in a partner with respect to communications and conflict resolution in the culture section of the requirements – this comes from Section 1.3.
    3. Confirm the type of partner you are seeking – nearshore, offshore, or outsourcing based on the sourcing strategy priorities in Section 2.2.
    4. Confirm constraints that the partner must work under based on constraints from your market and competitor factors in Section 1.1.
    5. Confirm your technical requirements in terms of environments, tools, and processes that the vendor must align to from Section 1.4.

    Download the Select a Sourcing Partner Presentation Template

    Input Output

    All exercises done in Steps 11-1.4 and 2.1-2.2

    Profile of a target partner to drive the RFx Criteria

    Materials Participants

    Select a Sourcing Partner for Your Development Team Presentation template

    Development leaders

    Deployment team leaders

    Infrastructure leaders

    IT operations leaders

    Product owners

    Project managers

    RFP skills requirement

    People skills required

    Product ownership

    Project management

    Skill

    Skill level required

    Tools / platform requirement

    Details of product management methodology and skills

    Details of firm's project management methodology

    .NET

    Medium

    Windows

    Highly mature, high skill

    Highly mature, high skill

    Java

    High

    Windows

    Low

    High

    RFx cultural characteristics

    Communication strategy

    Conflict resolution

    Organization / management

    Communication mediums supported

    Frequency of meetings expected

    Conflict resolutions strategies used at the firm

    Management methodology

    Face to face

    Weekly

    Collaborative

    Online

    Daily

    Hierarchical with manager

    Hierarchical

    RFx market constraints

    Constraints

    Partner proposal

    Constraint type

    Restrictions

    Market size required for

    Reasoning

    Data residency

    Data must stay in Canada for Canadian Gov't clients

    5% Canada public sector

    Competitive

    Offshoring dev means competition can take advantage

    95% Clients

    Need strategy to show data and leadership in NA, but delivering more innovation at lower cost by going offshore

    RFx technical requirements

    Technical environments

    Infrastructure

    Alignment of SDLC

    Tools required for development team

    Access control software required

    Infrastructure location

    Number of environments from development to production

    .Net Visual Studio

    Microsoft

    Azure

    4

    RFx scope of services

    Work being sourced

    Team sizing

    Work being sourced

    Skill level required

    Average size of release

    Releases per year

    Java development of new product

    High

    3-month development

    6

    .NET staff augmentation

    Medium

    ½-month development

    12

    Phase 3

    Choose the partner that will best enable you to move forward as one integrated team.

    Introspection

    1.1 Assess your market factors

    1.2 Determine your people factors

    1.3 Review your current culture

    1.4 Document your technical factors

    Profiling

    2.1 Recall your sourcing strategy

    2.2 Prioritize your company factors

    2.3 Create target profile

    Partner selection

    3.1 Review your RFx

    3.2 Identify target vendors

    3.3 Evaluate vendor

    responses

    Implementation

    4.1 Engage partner to choose contract mechanism

    4.2 Engage partner team to define goals

    4.3 Choose your success

    metrics

    For more details on Partner Selection, please refer to our research blueprint entitled Select an ERP Partner

    This phase will help you define your RFx for your provider search

    This phase involves the following participants:

    Vendor Management Team

    IT Leadership

    Finance Team

    Finding the right fit should always come before rates to determine value

    The right fit

    Determined in previous activities

    Negotiating will eventually bring the two together

    Value

    Rates

    Determined by skill and location

    Statement of Work (SOW) quality

    A quality SOW is the result of a quality RFI/RFP (RFx).

    The process up to now has been gathering the materials needed to build a quality RFx. Take this opportunity to review the outputs of the preceding activities to ensure that:

    • All the right stake holders have been engaged.
    • The requirements are complete.

    Info-Tech’s RFP Review as a Service looks for key items to ensure your RFx will generate quality responses and SOWs.

    • Is it well-structured with a consistent use of fonts and bullets?
    • Is it laid out in sections that are easily identifiable and progress from high-level to more detailed information?
    • Can a vendor quickly identify the ten (or fewer) things that are most important to you?

    The image contains a screenshot of the Request for Proposal Review as a Service.

    Step 3.1

    Review your RFx

    Activities

    3.1.1 Select your RFx template

    3.1.2 Finalize your RFx

    3.1.3 Weight each evaluation criteria

    This step involves the following participants:

    • Project team
    • Evaluation team
    • Vendor management team
    • CIO

    Outcomes of this step

    • Completed RFx

    Info-Tech’s RFI/RFP process

    Info-Tech has well-established vendor management templates and practices

    • Identify Need
    • Define Business Requirements
    • Gain Business Authorization
    • Perform RFI/RFP
    • Negotiate Agreement
    • Purchase Goods and Services
    • Assess and Measure Performance

    Info-Tech Best Practice

    You’ll want to customize templates for your organization, but we strongly suggest that you take whatever you feel best meets your needs from both the long- and short-form RFPs presented in this blueprint.

    The secret to managing an RFP is to make it manageable. And the secret to making an RFP manageable is to treat it like any other aspect of business – by developing a 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.

    Your RFP process should be tailored to fit the needs and specifics of your organization and IT.

    Info-Tech Insight

    Create a better RFP process using Info-Tech’s well-established templates and methodology.

    Create a Better RFP Process

    In a hurry? Consider an enhanced RFI instead of an RFP.

    While many organizations rarely use RFIs, they can be an effective tool in the vendor manager’s toolbox when used at the right time in the right way. RFIs can be deployed in competitive targeted negotiations. An enhanced RFI (ERFI) is a two-stage strategy that speeds up the typical RFP process. The first stage is like an RFI on steroids, and the second stage is targeted competitive negotiation.

    Stage 1:

    Create an RFI with all the customary components. Next, add a few additional RFP-like requirements (e.g. operational and technical requirements). Make sure you include a request for budgetary pricing and provide any significant features and functionality requirements so that the vendors have enough information to propose solutions. In addition, allow the vendors to ask questions through your single point of coordination and share answers with all the vendors. Finally, notify the vendors that you will not be doing an RFP – this is it!

    Stage 2:

    Review the vendors’ proposals and select the best two. Negotiate with both vendors and then make your decision.

    The ERFI shortens the typical RFP process, maintains leverage for your organization, and works great with low- to medium-spend items (however your organization defines them). You’ll get clarification on vendors’ competencies and capabilities, obtain a fair market price, and meet your internal clients’ aggressive timelines while still taking steps to protect your organization.

    RFI Template

    The image contains a screenshot of the RFI Template.

    Use this template to create your RFI baseline template. Be sure to modify and configure the template to your organization’s specifications.

    Request for Information Template

    Long-Form RFP Template

    Configure Info-Tech’s Long-Form RFP Template for major initiatives

    The image contains a screenshot of the long-form RFP Template.

    A long-form or major RFP is an excellent tool for more complex and complicated requirements. This example is for a baseline RFP.

    It starts with best-in-class RFP terms and conditions that are essential to maintaining your control throughout the RFP process. The specific requirements for the business, functional, technical, and pricing areas should be included in the exhibits at the end of the template. That makes it easier to tailor the RFP for each deal, since you and your team can quickly identify specific areas that need modification. Grouping the exhibits together also makes it convenient for both your team to review, and the vendors to respond.

    You can use this sample RFP as the basis for your template RFP, taking it all as is or picking and choosing the sections that best meet the mission and objectives of the RFP and your organization.

    Source: Info-Tech’s The Art of Creating a Quality RFP

    Short-Form RFP Template

    Configure Info-Tech’s Short-Form RFP Template for minor or smaller initiatives

    The image contains a screenshot of the Short-Form RFP Template.

    This example is for a less complex RFP that has relatively basic requirements and perhaps a small window in which the vendors can respond. As with the long-form RFP, exhibits are placed at the end of the RFP, an arrangement that saves time for both your team and the vendors. Of course, the short-form RFP contains fewer specific instructions, guidelines, and rules for vendors’ proposal submissions.

    We find that short-form RFPs are a good choice when you need to use something more than a request for quote (RFQ) but less than an RFP running 20 or more pages. It’s ideal, for example, when you want to send an RFP to only one vendor or to acquire items such as office supplies, contingent labor, or commodity items that require significant vendor's risk assessment.

    Source: The Art of Creating a Quality RFP

    3.1.1 Select your RFx template

    1-3 hours

    1. As a group, download the RFx templates from the previous three slides.
    2. Review your RFx process as a group. Be sure to include the vendor management team.
    3. Be sure to consider organization-specific procurement guidelines. These can be included. The objective here is to find the template that is the best fit. We will finalize the template in the next activity.
    4. Determine the best template for this project.
    Input Output
    • RFx templates
    • The RFx template that will be used for this project
    Materials Participants
    • Info-Tech’s Enhanced RFI Template, Long-Form RFP Template, and Short-Form RFP Template
    • Vendor management team
    • Project team
    • Project manager

    Finalize your RFx

    Key insights

    Leverage the power of the RFP

    • Too often RFPs fail to achieve their intended purposes, and your organization feels the effects of a poorly created RFP for many years.
    • If you are faced with a single source vendor, you can perform an RFP to one to create the competitive leverage.

    Make the response and evaluation process easier

    • Being strategic in your wording and formatting makes it easier on both parties – easier for the vendors to submit meaningful proposals, and easier for customer teams to evaluate.
    • Create a level playing field to encourage competition. Without multiple proposals, your options are limited and your chances for a successful project plummet.

    Maximize the competition

    • Leverage a pre-proposal conference to resolve vendor questions and to ensure all vendors receive the same answers to all questions. No vendor should have an information advantage.

    Do’s

    • Leverage your team’s knowledge.
    • Document and explain your RFP process to stakeholders and vendors.
    • Include contract terms in your RFP.
    • Measure and manage performance after contract award.
    • Seek feedback from the RFP team on your process and improve it as necessary.

    Don'ts

    • Reveal your budget.
    • Do an RFP in a vacuum.
    • Send an RFP to a vendor your team is not willing to award the business to.
    • Hold separate conversations with candidate vendors during your RFP process.
    • Skimp on the requirements definition to speed the process.
    • Tell the vendor they are selected before negotiating.

    3.1.2 Finalize your RFx

    1-3 hours

    1. As a group, review the selected RFI or RFP template.
    2. This is YOUR document. Modify it to suit the needs of the organization and even add sections from the other RFP templates that are relevant to your project.
    3. Use the Supplementary RFx Material as a guide.
    4. Add the content created in Steps 1 and 2.
    5. Add any organization-specific clauses or requirements.
    6. Have the project team review and comment on the RFP.
    7. Optional: Use Info-Tech’s RFP Review Concierge Service.

    Download the RFx Vendor Evaluation Tool

    Download the Supplementary RFx Material

    InputOutput
    • RFx template
    • Organizational specific guidelines
    • Materials from Steps 1 and 2
    • Supplementary RFx Material
    • Finalized RFx
    MaterialsParticipants
    • Electronic RFP document for editing
    • Vendor management team
    • Project team
    • Project manager

    3.1.2 Bring it all together

    Supplementary RFx Material

    The image contains a screenshot of Supplementary RFx Material.

    Review the sample content to get a feel for how to incorporate the results of the activities you have worked through into the RFx template.

    RFx Templates

    Use one of our templates to build a ready-for-distribution implementation partner RFx tailored to the unique success factors of your implementation.

    Exercises in Steps 1 and 2

    The image contains a screenshot of Exercises in Steps 1 and 2

    Use the material gathered during each activity to inform and populate the implementation partner requirements that are specific for your organization and project.

    The image contains a screenshot of the Long Form RFx template.The image contains a screenshot of the Short Form RFx template.

    3.1.3 Weight each evaluation criteria

    1-3 hours

    1. As a group, review the selected RFI or RFP template.
    2. This is your document. Modify it to suit the needs of the organization and even add sections from the other RFP templates that are relevant to your project.
    3. Use the Supplementary RFx Material as a guide.
    4. Utilize the content defined in Steps 1 and 2.
    5. Add any organization-specific clauses or requirements.
    6. Have the project team review and comment on the RFP.
    7. Optional: Use Info-Tech’s RFP Review Concierge Service.

    Download the Supplementary RFx Material

    InputOutput

    RFx Vendor Evaluation Tool

    Exercises from Steps 1 and 2

    • Weighted scoring tool to evaluate responses
    MaterialsParticipants
    • RFx Vendor Evaluation Tool
    • Supplementary RFx Material
    • Vendor management team
    • Project team
    • Project manager

    3.1.3 Apply weight to each evaluation criteria

    Use this tool to weight each critical success factor based on results of the activities within the vendor selection workbook for later scoring results.

    The image contains a screenshot of the RFx Vendor Evaluation Tool.

    Download the RFx Vendor Evaluation Tool

    Step 3.2

    Identify target vendors

    Activities

    3.2.1 Identify target vendors

    3.2.2 Define your RFx timeline

    This step involves the following participants:

    • Project team
    • Vendor management team

    Outcomes of this step

    • Targeted vendor list
    • Initial RFx timeline

    3.2.1 Identify target vendors

    1-3 hours

    1. Based on the profile defined in Step 2.3, research potential partners that fit the profile, starting with those you may have used in the past. From this, build your initial list of vendors to target with your RFx.
    2. Break into smaller groups (or continue as a single group if it is already small) and review each shortlisted vendor to see if they will likely respond to the RFx.
    Input Output
    • Websites
    • Peers
    • Advisory groups
    • A shortlist of vendors to target with your RFx
    Materials Participants
    • RFx Vendor Evaluation Tool
    • CIO
    • Vendor management team
    • Project team
    • Evaluation team

    Download the RFx Vendor Evaluation Tool

    Define your RFx timeline

    Provider RFx timelines need to be clearly defined to keep the project and participants on track. These projects and processes can be long. Set yourself up for success by identifying the time frames clearly and communicating them to participants.

    1. Current
    • Concurrent ERP product selection
    • RFx preparation
    • Release of RFX
  • Near-term
    • Responses received
    • Scoring responses
    • Shortlisting providers
    • Provider interviews
    • Provider selection
    • Provider contract negotiations
    • Contract with provider
  • Future
    • Initiation of knowledge transfer
    • Joint development period
    • Cutover to provider team

    89% of roadmap views have at least some representation of time. (Roadmunk, n.d.)

    Info-Tech Insight

    The true value of time horizons is in dividing your timeline and applying different standards and rules, which allows you to speak to different audiences and achieve different communication objectives.

    3.2.2 Define your RFx timeline

    1-3 hours

    1. As a group identify an appropriate timeline for your RFP process. Info-Tech recommends no less than three months from RFx release to contract signing.

      Keep in mind that you need to allow for time to engage the team and perform some level of knowledge transfer, and to seed the team with internal resources for the initial period.
    2. Leave enough time for vendor responses, interviews, and reference checks.
    3. Once the timeline is finalized, document it and communicate it to the organization.

    Download the RFx Vendor Evaluation Tool

    Input Output
    • RFx template
    • Provider RFx timeline
    Materials Participants
    • RFx Vendor Evaluation Tool
    • Vendor management team
    • Project team
    • Project manager

    Define your RFx timeline

    The image contains a screenshot of an example of an RFx timeline.

    Step 3.3

    Evaluate vendor responses

    Activities

    3.3.1 Evaluate responses

    This step involves the following participants:

    • Evaluation team

    Outcomes of this step

    • Vendor submission scores

    3.3.1 Evaluate responses

    1-3 hours

    1. Use the RFx Vendor Evaluation Tool to collect and record the evaluation team's scores for each vendor's response to your RFx.
    2. Then record and compare each team member's scores to rank the vendors' responses.
    3. The higher the score, the closer the fit.

    Download the RFx Vendor Evaluation Tool

    InputOutput
    • Vendor responses
    • Vendor presentations
    • Vendor scores
    MaterialsParticipants
    • RFx Vendor Evaluation Tool
    • Evaluation team

    3.3.1 Score vendor results

    Use the RFx Vendor Evaluation Tool to score the vendors' responses to your RFx using the weighted scale from Activity 3.1.3.

    The image contains a screenshot of the RFx Vendor Evaluation Tool.

    Download the RFx Vendor Evaluation Tool

    Phase 4

    Measuring the new relationship

    Introspection

    1.1 Assess your market factors

    1.2 Determine your people factors

    1.3 Review your current culture

    1.4 Document your technical factors

    Profiling

    2.1 Recall your sourcing strategy

    2.2 Prioritize your company factors

    2.3 Create target profile

    Partner selection

    3.1 Review your RFx

    3.2 Identify target vendors

    3.3 Evaluate vendor

    responses

    Implementation

    4.1 Engage partner to choose contract mechanism

    4.2 Engage partner team to define goals

    4.3 Choose your success

    metrics

    This phase will allow you to define the relationship with your newly chosen partner, including choosing the right contract mechanism, defining shared goals for the relationship, and selecting the metrics and processes to measure performance.

    This phase involves the following participants:

    IT leadership

    Procurement team

    Product owners

    Project managers

    Implementing the Partner

    Implementing the new partner is an exercise in collaboration

    • Successfully implementing your new partner is an exercise in working together
    1. Define a contract mechanism that is appropriate for the relationship, but is not meant as punitive, contract-based management – this sets you up for failure.
    2. Engage with your team and your partner as one team to build shared, measurable goals
    3. Work with the team to define the metrics and processes by which progress against these goals will be measured
  • Goals, metrics and process should be transparent to the team so all can see how their performance ties to success
  • Make sure to take time to celebrate successes with the whole team as one
  • Info-Tech Insight

    Implement the relationship the same way you want it to work: as one team. Work together on contract mechanism, shared goals, metrics, and performance measurement. This transparency and collaboration will build a one team view, leading to long-term success.

    Step 4.1

    Engage partner to choose contract mechanism

    Activities

    4.1.1 Confirm your contract mechanism

    This step involves the following participants:

    IT leadership

    Procurement team

    Vendor team

    Outcomes of this step

    Contract between the vendor and the firm for the services

    Negotiate agreement

    Evaluate your RFP responses to see if they are complete and if the vendor followed your instructions.

    Then:

    Plan negotiation(s) with one or more vendors based on your questions and opportunities identified during evaluation.

    Select finalist(s).

    Apply selection criteria.

    Resolve vendors' exceptions.

    Negotiate before you select your vendor:

    Negotiating with two or more vendors will maintain your competitive leverage while decreasing the time it takes to negotiate the deal.

    Perform legal reviews as necessary.

    Use sound competitive negotiations principles.

    Info-Tech Insight

    Be certain to include any commitments made in the RFP, presentations, and proposals in the agreement, as the standard for an underperforming vendor.

    Info-Tech Insight

    Providing contract terms in an RFP can dramatically reduce time for this step by understanding the vendor’s initial contractual position for negotiation.

    Leverage ITRG's negotiation process research for additional information

    For more details on this process please see our research Drive Successful Sourcing Outcomes with a Robust RFP Process

    4.1.1 Confirm your contract mechanism

    30 min

    1. Does the firm have prior experience with this type of sourcing arrangement?
    2. Does the firm have an existing services agreement with the selected partner?
    3. What contract mechanisms have been used in the past for these types of arrangements?
    4. What mechanism was proposed by the partner in their RFP response?

    Download the Select a Sourcing Partner Presentation Template

    Input Output
    • Past sourcing agreements from Procurement
    • Proposed agreement from partner
    • Agreed upon contract mechanism
    Materials Participants
    • Select a Sourcing Partner for Your Development Team Presentation template
    • Technology leaders
    • Vendor management group
    • Partner leaders

    Choose the appropriate contract method

    Work being sourced

    Partner proposal

    Agreed-upon mechanism

    Work being sourced

    Vendor management experience with type

    Partner proposed contract method

    Agreed-upon contract method

    Java development team to build new product

    Similar work done with fixed price with another vendor

    Time and materials per scrum team

    Time and materials per scrum team to avoid vendor conflicts inherent in fixed price which limit innovation

    Step 4.2

    Engage partner team to define shared goals

    Activities

    4.2.1 Define your shared goals

    This step involves the following participants:

    IT leadership

    Vendor leadership

    Outcomes of this step

    Shared goals for the team

    Define success and shared goals

    Work together to define how you will measure yourselves.

    One team

    • Treating the new center and the existing team as one team is critical to long-term success.
    • Having a plan that allows for teams to meet frequently face-to-face "get to know you" and "stay connected" sessions will help the team gel.

    Shared goals

    • New group must share common goals and measurements.

    Common understanding

    • New team must have a common understanding and culture on key facets such as:
      • Measurement of quality
      • Openness to feedback and knowledge sharing
      • Culture of collaboration
      • Issue and Risk Management

    4.2.1 Define your shared goals

    30 min

    1. List each item in the scope of work for the sourcing arrangement – e.g. development of product XXX.
    2. For each scope item, detail the benefit expected by the firm – e.g. development cost expected to drop by 10% per year, or customer satisfaction improvement.
    3. For each benefit define how you will measure success – e.g. track cost of development for the development team assigned, or track Customer Satisfaction Survey results.
    4. For each measure, define a target for this year – e.g. 10% decrease over last year's cost, or customer satisfaction improvement from 6 to 7.

    Download the Select a Sourcing Partner Presentation Template

    InputOutput
    • Services being procured from RFx
    • Benefits expected from the sourcing strategy
    • Baseline scores for measurements
    • Shared goals agreed upon between team and partner
    MaterialsParticipants
    • Select a Sourcing Partner for Your Development Team Presentation template
    • Technology leaders
    • Partner leaders

    Define goals collaboratively

    Role and benefit

    Goals and objectives

    Role / work being sourced

    Benefit expected

    Measure of success

    Year over year targets

    Java development team to build new product

    New product to replace aging legacy

    Launch of new product

    Agree on launch schedule and MVP for each release / roadmap

    Step 4.3

    Choose your success metrics

    Activities

    4,3.1 Define metrics and process to monitor

    This step involves the following participants:

    IT leadership

    Product owners

    Project managers

    Vendor leaders

    Outcomes of this step

    Metrics and process to measure performance

    4.3.1 Define metrics and process to monitor

    30 min

    1. For each goal defined and measure of success, break down the measure into quantifiable, measurable factors – e.g. Development cost is defined as all the costs tracked to the project including development, deployment, project management, etc.
    2. For each factor choose the metric that can be reported on – e.g. project actuals.
    3. For each metric define the report and reporting frequency – e.g. monthly project actuals from project manager.

    Download the Select a Sourcing Partner Presentation Template

    InputOutput
    • Development process
    • Deployment process
    • Operations process
    • IT Security policies
    • Documentation of key technical characteristics that need to be part of provider profiling
    MaterialsParticipants
    • Select a Sourcing Partner for Your Development Team Presentation template
    • Development leaders
    • Deployment team leaders
    • Infrastructure leaders
    • IT operations leaders
    • Product owners
    • Project managers

    Agreed-upon metrics

    Goal

    Metrics and process

    Agreed-upon goal

    Year 1 target

    Metric to measure success

    Measurement mechanism

    Deliver roadmap of releases

    3 releases – MVP in roadmap

    Features and stories delivered

    Measure delivery of stories from Jira

    Research Contributor

    The image contains a picture of Alaisdar Graham.

    Alaisdar Graham

    Executive Counsellor

    Info-Tech Research Group

    During Alaisdar’s 35-year career in information and operational technology, Alaisdar has been CIO for public sector organizations and private sector companies. He has been an entrepreneur with his own consultancy and a founder or business advisor with four cyber-security start-ups, Alaisdar has developed experience across a broad range of industries within a number of different countries and become known for his ability to drive business benefits and improvements through the use of technology.

    Alaisdar has worked with CXO-level executives across different businesses. Whether undertaking a digital transformation, building and improving IT functions across your span of control, or helping you create and execute an integrated technology strategy, Alaisdar can provide insight while introducing you to Info-Tech Research Group’s experts. Alaisdar’s experience with organizational turn- around, governance, project, program and portfolio management, change management, risk and security will support your organization’s success.

    Research Contributor

    The image contains a picture of Richard Nachazel.

    Richard Nachazel

    Executive Counsellor

    Info-Tech Research Group

    • Richard has more than 40 years working in various Fortune 500 organizations. His specialties are collaborating with business and IT executives and senior stakeholders to define strategic goals and transform operational protocols, standards, and methodologies. He has established a reputation at multiple large companies for taking charge of critical, high-profile enterprise projects in jeopardy of failure and turning them around. Colleagues and peers recognize his ability to organize enterprise efforts, build, develop, and motivate teams, and deliver outstanding outcomes.
    • Richard has worked as a Global CISO & Head of IT Governance for a Swiss Insurance company, Richard developed and led a comprehensive Cyber-Security Framework that provided leadership and oversight of the cyber-security program. Additionally, he was responsible for their IT Governance Risk & Compliance Operation and the information data security compliance in a complex global environment. Richard’s experience with organizational turn around, governance, risk, and controls, and security supports technology delivery integration with business success. Richard’s ability to engage executive and senior management decision makers and champion vision will prove beneficial to your organization.

    Research Contributor

    The image contains a picture of Craig Broussard.

    Craig Broussard

    Executive Counsellor

    Info-Tech Research Group

    • Craig has over 35 years of IT experience including software development, enterprise system management, infrastructure, and cyber security operations. Over the last 20 years, his focus has been on infrastructure and security along with IT service management. He’s been an accomplished speaker and panelist at industry trade events over the past decade.
    • Craig has served as Global Infrastructure Director for NCH Corporation, VP of Information Technology at ATOS, and earlier in his career as the Global Head of Data Center Services at Nokia Siemens Networks. Craig also worked for MicroSolutions (a Mark Cuban Company). Additionally, Craig received formal consulting training while working for IBM Global Services.
    • Craig’s deep experience across many aspects of IT from Governance through Delivery makes him an ideal partner for Info-Tech members.

    Bibliography

    Offshore, Onshore or Hybrid–Choosing the Best IT Outsourcing Model. (n.d.).
    Offshore Dedicated Development Team – A Compelling Hiring Guide. (n.d.).
    The Three Non-Negotiables Of IT Offshoring. (n.d.). Forbes.
    Top Ten Countries For Offshoring. Forbes, 2004.
    Nearshoring in Europe: Choose the Best Country for IT Outsourcing - The World Financial Review. (n.d.).
    Select an Offshore Jurisdiction. The Best Countries for Business in 2021-2022! | InternationalWealth.info. (n.d.).
    How to Find the Best Country to Set Up an Offshore Company. (n.d.). biz30.
    Akbar, M. A., Alsanad, A., Mahmood, S., & Alothaim, A. (2021). Prioritization-based taxonomy of global software development challenges: A FAHP based analysis. IEEE Access, 9, 37961–37974
    Ali, S. (2018). Practices in Software Outsourcing Partnership: Systematic Literature Review Protocol with Analysis. Journal of Computers, (February), 839–861
    Baird Georgia, A. (2007). MISQ Research Curation on Health Information Technology 2. Progression of Health IT Research in MIS Quarterly. MIS Quarterly, 2007(June), 1–14.
    Akbar, M. A., Alsanad, A., Mahmood, S., & Alothaim, A. (2021). Prioritization-based taxonomy of global software development challenges: A FAHP based analysis. IEEE Access, 9, 37961–37974
    Ali, S. (2018). Practices in Software Outsourcing Partnership: Systematic Literature Review Protocol with Analysis. Journal of Computers, (February), 839–861
    Baird Georgia, A. (2007). MISQ Research Curation on Health Information Technology 2. Progression of Health IT Research in MIS Quarterly. MIS Quarterly, 2007(June), 1–14.
    Carmel, E., & Abbott, P. (2006). Configurations of global software development: offshore versus nearshore. … on Global Software Development for the Practitioner, 3–7.
    Hanafizadeh, P., & Zare Ravasan, A. (2018). A model for selecting IT outsourcing strategy: the case of e-banking channels. Journal of Global Information Technology Management, 21(2), 111–138.
    Ishizaka, A., Bhattacharya, A., Gunasekaran, A., Dekkers, R., & Pereira, V. (2019). Outsourcing and offshoring decision making. International Journal of Production Research, 57(13), 4187–4193.
    Jeong, J. J. (2021). Success in IT offshoring: Does it depend on the location or the company? Arxiv.
    Joanna Minkiewicz, J. E. (2009). Deakin Research Online Online. 2007, Interrelationships between Innovation and Market Orientation in SMEs, Management Research News, Vol. 30, No. 12, Pp. 878-891., 30(12), 878–891.

    Bibliography

    King, W. R., & Torkzadeh, G. (2016). Special Issue Information Systems Offshoring : Research Status and Issues. MIS Quarterly, 32(2), 205–225.
    Kotlarsky, J., & Oshri, I. (2008). Country attractiveness for offshoring and offshore outsourcing: Additional considerations. Journal of Information Technology, 23(4), 228–231.
    Lehdonvirta, V., Kässi, O., Hjorth, I., Barnard, H., & Graham, M. (2019). The Global Platform Economy: A New Offshoring Institution Enabling Emerging-Economy Microproviders. Journal of Management, 45(2), 567–599.
    Mahajan, A. (2018). Risks and Benefits of Using Single Supplier in Software Development. Oulu University of Applied Sciences. Retrieved from
    Murberg, D. (2019). IT Offshore Outsourcing: Best Practices for U.S.-Based Companies. University of Oregon Applied Information Management, 1277(800), 824–2714.
    Nassimbeni, G., Sartor, M., & Dus, D. (2012). Security risks in service offshoring and outsourcing. Industrial Management and Data Systems, 112(3), 405–440.
    Olson, G. M., & Olson, J. S. (2000). Distance matters. Human-Computer Interaction, 15(2–3), 139–178.
    Pilkova, A., & Holienka, M. (2018). Home-Based Business in Visegrad Countries: Gem Perspective. Innovation Management, Entrepreneurship and Sustainability 2018 Proceedings of the 6th International Conference.
    Rahman, H. U., Raza, M., Afsar, P., Alharbi, A., Ahmad, S., & Alyami, H. (2021). Multi-criteria decision making model for application maintenance offshoring using analytic hierarchy process. Applied Sciences (Switzerland), 11(18).
    Rahman, H. U., Raza, M., Afsar, P., Khan, H. U., & Nazir, S. (2020). Analyzing factors that influence offshore outsourcing decision of application maintenance. IEEE Access, 8, 183913–183926.
    Roadmunk. What is a product roadmap? Roadmunk, n.d. Accessed 12 Oct. 2021.
    Rottman, J. W., & Lacity, M. C. (2006). Proven practices for effectively offshoring IT work. MIT Sloan Management Review.
    Smite, D., Moe, N. B., Krekling, T., & Stray, V. (2019). Offshore Outsourcing Costs: Known or Still Hidden? Proceedings - 2019 ACM/IEEE 14th International Conference on Global Software Engineering, ICGSE 2019, 40–47.
    Welsum, D. Van, & Reif, X. (2005). Potential Offshoring: Evidence from Selected OECD Countries. Brookings Trade Forum, 2005(1), 165–194.
    Zhang, Y., Liu, S., Tan, J., Jiang, G., & Zhu, Q. (2018). Effects of risks on the performance of business process outsourcing projects: The moderating roles of knowledge management capabilities. International Journal of Project Management, 36(4), 627–639.

    Succeed With Digital Strategy Execution

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    • Parent Category Name: Customer Relationship Management
    • Parent Category Link: /customer-relationship-management
    • Rising customer expectations and competitive pressures have accelerated the pace at which organizations are turning to digital transformation to drive revenue or cut costs.
    • Many digital strategies are not put into action, and instead sit on the shelf. A digital strategy that is not translated into specific projects and initiatives will provide no value to the organization.
    • Executing a digital strategy is easier said than done: IT often lacks the necessary framework to create a roadmap, or fails to understand how new applications can enable the vision outlined in the strategy.

    Our Advice

    Critical Insight

    • A digital strategy needs a clear roadmap to succeed. Too many digital strategies are lofty statements of objective with no clear avenue for actual execution: create a digital strategy application roadmap to avoid this pitfall.
    • Understand the art of execution. Application capabilities are rapidly evolving: IT must stand ready to educate the business on how new applications can be used to pursue the digital strategy.

    Impact and Result

    • IT must work with the business to parse specific technology drivers from the digital strategy, distill strategic requirements, and create a prescriptive roadmap of initiatives that will close the gaps between the current state and the target state outlined in the digital strategy. Doing so well is a path to the CIO’s office.
    • To better serve the organization, IT leaders must stay abreast of key application capabilities and trends. Exciting new developments such as artificial intelligence, IoT, and machine learning have opened up new avenues for process digitization, but IT leaders need to make a concerted effort to understand what modern applications bring to the table for technology enablement of the digital strategy.
    • Taking an agile approach to application roadmap development will help to provide a clear path forward for tackling digital strategy execution, while also allowing for flexibility to update and iterate as the internal and external environment changes.

    Succeed With Digital Strategy Execution Research & Tools

    Start here – read the Executive Brief

    Read our concise Executive Brief to find out why you should have a structured approach to translating your digital strategy to specific application initiatives, 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. Parse digital strategy drivers

    Parse specific technology drivers out of the formal enterprise digital strategy.

    • Succeed With Digital Strategy Execution – Phase 1: Parse Your Digital Strategy for Critical Technology Drivers

    2. Map drivers to enabling technologies

    Review and understand potential enabling applications.

    • Succeed With Digital Strategy Execution – Phase 2: Map Your Drivers to Enabling Applications

    3. Create the application roadmap to support the digital strategy

    Use the drivers and an understanding of enabling applications to put together an execution roadmap that will support the digital strategy.

    • Succeed With Digital Strategy Execution – Phase 3: Create an Application Roadmap That Supports the Digital Strategy
    • Digital Strategy Roadmap Tool
    • Application Roadmap Presentation Template
    • Digital Strategy Communication and Execution Plan Template
    [infographic]

    Workshop: Succeed With Digital Strategy Execution

    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 Validate the Digital Strategy

    The Purpose

    Review and validate the formal enterprise digital strategy.

    Key Benefits Achieved

    Confirmation of the goals, objectives, and direction of the organization’s digital strategy.

    Activities

    1.1 Review the initial digital strategy.

    1.2 Determine gaps.

    1.3 Refine digital strategy scope and vision.

    1.4 Finalize digital strategy and validate with stakeholders.

    Outputs

    Validated digital strategy

    2 Parse Critical Technology Drivers

    The Purpose

    Enumerate relevant technology drivers from the digital strategy.

    Key Benefits Achieved

    List of technology drivers to pursue based on goals articulated in the digital strategy.

    Activities

    2.1 Identify affected process domains.

    2.2 Brainstorm impacts of digital strategy on technology enablement.

    2.3 Distill critical technology drivers.

    2.4 Identify KPIs for each driver.

    Outputs

    Affected process domains (based on APQC)

    Critical technology drivers for the digital strategy

    3 Map Drivers to Enabling Applications

    The Purpose

    Relate your digital strategy drivers to specific, actionable application areas.

    Key Benefits Achieved

    Understand the interplay between the digital strategy and impacted application domains.

    Activities

    3.1 Build and review current application inventory for digital.

    3.2 Execute fit-gap analysis between drivers and current state inventory.

    3.3 Pair technology drivers to specific enabling application categories.

    Outputs

    Current-state application inventory

    Fit-gap analysis

    4 Understand Applications

    The Purpose

    Understand how different applications support the digital strategy.

    Understand the art of the possible.

    Key Benefits Achieved

    Knowledge of how applications are evolving from a features and capabilities perspective, and how this pertains to digital strategy enablement.

    Activities

    4.1 Application spotlight: customer experience.

    4.2 Application spotlight: content and collaboration.

    4.3 Application spotlight: business intelligence.

    4.4 Application spotlight: enterprise resource planning.

    Outputs

    Application spotlights

    5 Build the Digital Application Roadmap

    The Purpose

    Create a concrete, actionable roadmap of application and technology initiatives to move the digital strategy forward.

    Key Benefits Achieved

    Clear, concise articulation of application roadmap for supporting digital that can be communicated to the business.

    Activities

    5.1 Build list of enabling projects and applications.

    5.2 Create prioritization criteria.

    5.3 Build the digital strategy application roadmap.

    5.4 Socialize the roadmap.

    5.5 Delineate responsibility for roadmap execution.

    Outputs

    Application roadmap for the digital strategy

    RACI chart for digital strategy roadmap execution

    Knowledge Management

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    • member rating average days saved: 2
    • Parent Category Name: People and Resources
    • Parent Category Link: /people-and-resources
    Mitigate Key IT Employee Knowledge Loss

    Embrace Business-Managed Applications

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    • Parent Category Name: Architecture & Strategy
    • Parent Category Link: /architecture-and-strategy
    • The traditional model of managing applications does not address the demands of today’s rapidly changing market and digitally minded business, putting stress on scarce IT resources. The business is fed up with slow IT responses and overbearing desktop and system controls.
    • The business wants more control over the tools they use. Software as a service (SaaS), business process management (BPM), robotic process automation (RPA), artificial intelligence (AI), and low-code development platforms are all on their radar.
    • However, your current governance and management structures do not accommodate the risks and shifts in responsibilities to business-managed applications.

    Our Advice

    Critical Insight

    • IT is a business partner, not just an operator. Effective business operations hinge on high-quality, valuable, fit-for-purpose applications. IT provides the critical insights, guidance, and assistance to ensure applications are implemented and leveraged in a way that maximizes return on investment, whether it is being managed by end users or lines of business (LOBs). This can only happen if the organization views IT as a critical asset, not just a supporting player.
    • All applications should be business owned. You have applications because LOBs need them to meet the objectives and key performance indicators defined in the business strategy. Without LOBs, there would be no need for business applications. LOBs define what the application should be and do for it to be successful, so LOBs should own them.
    • Everything boils down to trust. The business is empowered to make their own decisions on how they want to implement and use their applications and, thus, be accountable for the resulting outcomes. Guardrails, role-based access, application monitoring, and other controls can help curb some risk factors, but it should not come at the expense of business innovation and time-sensitive opportunities. IT must trust the business will make rational application decisions, and the business must trust IT to support them in good times and bad.

    Impact and Result

    • Focus on the business units that matter. BMA can provide significant value to LOBs if teams and stakeholders are encouraged and motivated to adopt organizational and operational changes.
    • Reimagine the role of IT. IT is no longer the gatekeeper that blocks application adoption. Rather, IT enables the business to adopt the tools they need to be productive and they guide the business on successful BMA practices.
    • Instill business accountability. With great power comes great responsibility. If the business wants more control of their applications, they must be willing to take ownership of the outcomes of their decisions.

    Embrace Business-Managed Applications Research & Tools

    Start here – read the Executive Brief

    Read our concise Executive Brief to find out why you should embrace business-managed applications, 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:

    • Embrace Business-Managed Applications – Phases 1-3
    • Business-Managed Applications Communication Template

    1. State your objectives

    Level-set the expectations for your business-managed applications.

    • Embrace Business- Managed Applications – Phase 1: State Your Objectives

    2. Design your framework and governance

    Identify and define your application managers and owners and build a fit-for-purpose governance model.

    • Embrace Business-Managed Applications – Phase 2: Design Your Framework & Governance

    3. Build your roadmap

    Build a roadmap that illustrates the key initiatives to implement your BMA and governance models.

    • Embrace Business-Managed Applications – Phase 3: Build Your Roadmap

    [infographic]

    Workshop: Embrace Business-Managed Applications

    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 State Your Objectives

    The Purpose

    Define business-managed applications in your context.

    Identify your business-managed application objectives.

    State the value opportunities with business-managed applications.

    Key Benefits Achieved

    A consensus definition and list of business-managed applications goals

    Understanding of the business value business-managed applications can deliver

    Activities

    1.1 Define business-managed applications.

    1.2 List your objectives and metrics.

    1.3 State the value opportunities.

    Outputs

    Grounded definition of a business-managed application

    Goals and objectives of your business-managed applications

    Business value opportunity with business-managed applications

    2 Design Your Framework & Governance

    The Purpose

    Develop your application management framework.

    Tailor your application delivery and ownership structure to fit business-managed applications.

    Discuss the value of an applications committee.

    Discuss technologies to enable business-managed applications.

    Key Benefits Achieved

    Fit-for-purpose and repeatable application management selection framework

    Enhanced application governance model

    Applications committee design that meets your organization’s needs

    Shortlist of solutions to enable business-managed applications

    Activities

    2.1 Develop your management framework.

    2.2 Tune your delivery and ownership accountabilities.

    2.3 Design your applications committee.

    2.4 Uncover your solution needs.

    Outputs

    Tailored application management selection framework

    Roles definitions of application owners and managers

    Applications committee design

    List of business-managed application solution features and services

    3 Build Your Roadmap

    The Purpose

    Build your roadmap to implement busines-managed applications and build the foundations of your optimized governance model.

    Key Benefits Achieved

    Implementation initiatives

    Adoption roadmap

    Activities

    3.1 Build your roadmap.

    Outputs

    Business-managed application adoption roadmap

     

    Right-Size the Service Desk for Small Enterprise

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    • Parent Category Name: Service Desk
    • Parent Category Link: /service-desk

    The service desk is a major function within IT. Small enterprises with constrained resources need to look at designing a service desk that enables consistency in supporting the business and finds the right balance of documentation.

    Determining the right level of documentation to provide backup and getting the right level of data for good reporting may seem like a waste of time when the team is small, but this is key to knowing when to invest in more people, upgraded technology, and whether your efforts to improve service are successful.

    Our Advice

    Critical Insight

    It’s easy to lose sight of the client experience when working as a small team supporting a variety of end users. Changing from a help desk to a service desk requires a focus on what it means to be a customer centric service desk and a change to the way the technicians think about providing support.

    • Make the best use of the team. Clearly define roles and responsibilities and monitor those wearing multiple hats to make sure they don’t burn out.
    • Build cross training and documentation into your culture to preserve service levels while giving team members time off to recharge.
    • Don’t discount the benefit of good tools. As volume increases, so does the likelihood of issues and requests getting missed. Look for tools that will help to keep a customer focus.

    Impact and Result

    • Improved workload distribution for technicians and enable prioritization based on work type, urgency, and impact.
    • Improved communications methods and messaging will help the technicians to set expectations appropriately and reduce friction between each other and their supported end users.
    • Best practices and use of industry standard tools will reduce administrative overhead while improving workload management.

    Right-Size the Service Desk for Small Enterprise Research & Tools

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

    1. Right-Size the Service Desk for Small Enterprise Storyboard – A step-by-step guide to help you identify and prioritize initiatives to become more customer centric.

    This blueprint provides a framework to quickly identify a plan for service desk improvements. It also provides references to build out additional skills and functionality as a continual improvement initiative.

    • Right-Size the Service Desk for Small Enterprise Storyboard

    2. Maturity Assessment – An assessment to determine baseline maturity.

    The maturity assessment will provide a baseline and identify areas of focus based on level of current and target maturity.

    • IT Service Desk Maturity Assessment for Small Enterprise

    3. Standard Operating Procedure – A template to build out a clear, concise SOP right-sized for a small enterprise.

    The SOP provides an excellent guide to quickly inform new team members or contractors of your support approach.

    • Incident Management and Service Desk SOP for Small Enterprise

    4. Categorization Scheme – A template to build out an effective categorization scheme.

    The categorization scheme template provides examples of asset-based categories, resolution codes and status.

    • Service Desk Asset-Based Categories Template

    5. Improvement Plan – A template to present the improvement plan to stakeholders.

    This template provides a starting point for building your communications on planned improvements.

    • Service Desk Improvement Initiative
    [infographic]

    Further reading

    Right-Size the Service Desk for Small Enterprise

    Turn your help desk into a customer-centric service desk.

    Analyst Perspective

    Small enterprises have many of the same issues as large ones, but with far fewer resources. Focus on the most important aspects to improve customer service.

    The service desk is a major function within IT. Small enterprises with constrained resources need to look at designing a service desk that enables consistency in supporting the business and finds the right balance of documentation.

    Evaluate documentation to ensure there is always redundancy built in to cover absences. Determining coverage will be an important factor, especially if vendors will be brought into the organization to assist during shortages. They will not have the same level of knowledge as teammates and may have different requirements for documentation.

    It is important to be customer centric, thinking about how services are delivered and communicated with a focus on providing self-serve at the appropriate level for your users and determining what information the business needs for expectation-setting and service level agreements, as well as communications on incidents and changes.

    And finally, don’t discount the value of good reporting. There are many reasons to document issues besides just knowing the volume of workload and may become more important as the organization evolves or grows. Stakeholder reporting, regulatory reporting, trend spotting, and staff increases are all good reasons to ensure minimum documentation standards are defined and in use.

    Photo of Sandi Conrad, Principal Research Director, Info-Tech Research Group. Sandi Conrad
    Principal Research Director
    Info-Tech Research Group

    Table of Contents

    Title Page Title Page
    Blueprint benefits 6 Incident management 25
    Start / Stop / Continue exercise 10 Prioritization scheme 27
    Complete a maturity assessment 11 Define SLAs 29
    Select an ITSM tool 13 Communications 30
    Define roles & responsibilities 15 Reporting 32
    Queue management 17 What can you do to improve? 33
    Ticket handling best practices 18 Staffing 34
    Customer satisfaction surveys 19 Knowledge base & self-serve 35
    Categorization 20 Customer service 36
    Separate ticket types 22 Ticket analysis 37
    Service requests 23 Problem management 38
    Roadmap 39

    Insight summary

    Help desk to service desk

    It’s easy to lose sight of the client experience when working as a small team supporting a variety of end users. Changing from a help desk to a service desk requires a focus on what it means to be a customer-centric service desk and a change to the way the technicians think about providing support.

    Make the best use of the team

    • Clearly define primary roles and responsibilities, and identify when and where escalations should occur.
    • Divide the work in a way that makes the most sense based on intake patterns and categories of incidents or service requests.
    • Recognize who is wearing multiple hats, and monitor to make sure they don’t burn out or struggle to keep up.
    • Determine the most appropriate areas to outsource based on work type and skills required.

    Build cross-training into your culture

    • Primary role holders need time off and need to know the day-to-day work won’t be waiting for them when they come back.
    • The knowledge base is your first line of defense to make sure incidents don’t have to wait for resolution and to avoid having technicians remote in on their day off.
    • When volumes spike for incidents and service requests, everyone needs to be prepared to pitch in. Train the team to recognize and step up to the call to action.

    Don’t discount the benefit of good tools

    • When volume increases, so does the likelihood of missing issues and requests.
    • Designate a single solution to manage the workload, so there is one place to go for work orders, incident reporting, asset data, and more.
    • Set up self-serve for users so they have access to how-to articles and can check the status of tickets themselves.
    • Create a service catalog to make it easy for them to request the most frequent items easily.

    Blueprint deliverables

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

    Standard Operating Procedures

    Sample of the Standard Operating Procedures deliverable.

    Maturity Assessment

    Sample of the Maturity Assessment deliverable.

    Categorization scheme

    Sample of the Categorization scheme deliverable.

    Improvement Initiative

    Sample of the Improvement Initiative deliverable.
    Create a standard operating procedure to ensure the support team has a consistent understanding of how they need to engage with the business.

    Blueprint benefits

    IT benefits

    • Improve workload distribution for technicians and enable prioritization based on work type, urgency, and impact.
    • Improved communications methods and messaging will help the technicians set expectations appropriately and reduce friction between each other and their supported end users.
    • Best practices and use of industry-standard tools will reduce administrative overhead while improving workload management.

    Business benefits

    • IT taking a customer-centric approach will improve access to support and reduce interruptions to the way they do business.
    • Expectation setting and improved communications will allow the business to better plan their work around new requests and will have a better understanding of service level agreements.

    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 six to ten calls over the course of three to four months.

    The current state discussion will determine the path.

    What does a typical GI on this topic look like?

    Current State & Vision

    Best Practices

    Service Requests & Incidents

    Communications

    Next Steps & Roadmap

    Call #1: Discuss current state & create a vision

    Call #2: Document roles & responsibilities

    Call #3:Review and define best practices for ticket handling Call #4: Review categorization

    Call #5: Discuss service requests & self-serve

    Call #6: Assess incident management processes
    Call #7: Assess and document reporting and metrics

    Call #8: Discuss communications methods

    Call #9: Review next steps

    Call #10: Build roadmap for updates

    For a workshop on this topic, see the blueprint Standardize the Service Desk

    Executive Brief Case Study

    Southwest CARE Center
    Logo for Southwest Care.
    INDUSTRY
    Healthcare

    Service Desk Project

    After relying on a managed service provider (MSP) for a number of years, the business hired Kevin to repatriate IT. As part of that mandate, his first strategic initiative was to build a service desk. SCC engaged Info-Tech Research Group to select and build a structure; assign roles and responsibilities; implement incident management, request fulfilment, and knowledge management processes; and integrate a recently purchased ITSM tool.

    Over the course of a four-day onsite engagement, SCC’s IT team worked with two Info-Tech analysts to create and document workflows, establish ticket handling guidelines, and review their technological requirements.

    Results

    The team developed a service desk standard operating procedure and an implementation roadmap with clear service level agreements.

    Southwest CARE Center (SCC) is a leading specialty healthcare provider in New Mexico. They offer a variety of high-quality services with a focus on compassionate, patient-centered healthcare.

    “Info-Tech helped me to successfully rebrand from an MSP help desk to an IT service desk. Sandi and Michel provided me with a customized service desk framework and SOP that quickly built trust within the organization. By not having to tweak and recalibrate my service desk processes through trial and error, I was able to save a year’s worth of work, resulting in cost savings of $30,000 to $40,000.” (Kevin Vigil, Director of Information Technology, Southwest CARE Center)

    The service desk is the cornerstone for customer satisfaction

    Bar charts comparing 'Dissatisfied' vs 'Satisfied End Users' in both 'Service Desk Effectiveness' and 'Timeliness'.
    N=63, small enterprise organizations from the End-User Satisfaction Diagnostic, at December 2021
    Dissatisfied was classified as those organizations with an average score less than 7.
    Satisfied was classified as those organizations with an average score greater or equal to 8.
    • End users who were satisfied with service desk effectiveness rated all other IT processes 36% higher than dissatisfied end users.
    • End users who were satisfied with service desk timeliness rated all other IT processes 34% higher than dissatisfied end-users.

    Improve the service desk with a Start, Stop, Continue assessment

    Use this exercise as an opportunity to discuss what’s working and what isn’t with your current help desk. Use this to define your goals for the improvement project, with a plan to return to the results and rerun the exercise on a regular basis.

    STOP

    • What service desk processes are counterproductive?
    • What service blockers exist that consistently undermine good results?
    • Are end-user relationships with individual team members negatively impacting satisfaction?
    • Make notes on initial ideas for improvement.

    START

    • What service process improvements could be implemented immediately?
    • What technical qualifications do individual staff members need to improve?
    • What opportunities exist to improve service desk communications with end users?
    • How can escalation and triage be more efficient?

    CONTINUE

    • What aspects of your current service desk are positive?
    • What processes are efficient and can be emulated elsewhere?
    • Where can you identify high levels of end-user satisfaction?

    Complete a maturity assessment to create a baseline and areas of focus

    The Service Desk Maturity Assessment tool helps organizations assess their service desk process maturity and focus the project on the activities that matter most.

    The tool will help guide improvement efforts and measure your progress.

    • The second tab of the tool walks through a qualitative assessment of your service desk practices. Questions will prompt you to evaluate how you are executing key activities. Select the answer in the drop-down menus that most closely aligns with your current state.
    • The third tab displays your rate of process completeness and maturity. You will receive a score for each phase, an overall score, and advice based on your performance.
    • Document the results of the efficiency assessment in the Service Desk Improvement Initiative.
    • The tool is intended for periodic use. Review your answers each year and devise initiatives to improve the process performance where you need it most.
    Sample of the Service Desk Maturity Assessment.

    Define your vision for the support structure

    Use this vision for communicating with the business and your IT team

    Consider service improvements and how those changes can be perceived by the organization. For example, offering multiple platforms, such as adding Macs to end-user devices, could translate to “Providing the right IT solutions for the way our employees want to work.”

    To support new platforms, you might need to look at the following steps to get there:
    • Evaluate skills needed – can you upskill generalists quickly, or will specialists be required? Determine training needs for support staff on new platforms.
    • Estimate uptake of the new platform and adjusting budgets – will these mostly be role-based decisions?
    • Determine what applications will work on the new platform and which will have a parity offering, which will require a solution like Parallels or VirtualBox, and which might need substitute applications.
    • What utilities will be needed to secure your solutions such as for encryption, antivirus, and firewalls?
    • What changes in the way you deploy and patch machines?
    • What level of support do you need to provide – just platform, or applications as well? What self-serve training can be made available?
    If you need to change the way you deploy equipment, you may want to review the blueprint Simplify Remote Deployment With Zero-Touch Provisioning

    Info-Tech Insight

    Identify some high-level opportunities and plan out how these changes will impact the way you provide support today. Document steps you’ll need to follow to make it happen. This may include new offerings and product sourcing, training, and research.

    Facilitate service desk operations with an ITSM tool

    You don’t need to spend a fortune. Many solutions are free or low-cost for a small number of users, and you don’t necessarily have to give up functionality to save money.

    Encourage users to submit requests through email or self-serve to keep organized. Ensure that reporting will provide you with the basics without effort, but ensure report creation is easy enough if you need to add more.

    Consider tools that do more than just store tickets. ITSM tools for small enterprises can also assist with:
    • Equipment and software license management
    • Self-serve for password reset and improving the experience for end users to submit tickets
    • Software deployment
    • Onboarding and offboarding workflows
    • Integration with monitoring tools
    Info-Tech Insight Buying rather than building allows you the greatest flexibility and can provide enterprise-level functionality at small-enterprise pricing. Use Info-Tech’s IT Service Management Selection Guide to create a business case and list of requirements for your ITSM purchase.
    Logo for Spiceworks.
    Logo for ZenDesk. Logo for SysAid.
    Logo for ManageEngine.
    Logo for Vector Networks.
    Logo for Freshworks.
    Logo for Squadcast.
    Logo for Jira Software.
    Logos contain links

    ITSM implementations are the perfect time to fix processes

    Consider engaging a partner for the installation and setup as they will have the expertise to troubleshoot and get you to value quickly.

    Even with a partner, don’t rely on them to set up categories, prioritizations, and workflows. If you have unique requirements, you will need to bring your design work to the table to avoid getting a “standard install” that will need to be modified later.

    When we look at what makes a strong and happy product launch, it boils down to a few key elements:
    • Improving customer service, or at least avoiding a decline
    • Improving access to information for technical team and end users
    • Successfully taking advantage of workflows, templates, and other features designed to improve the technician and user experience
    • Using existing processes with the new tools, without having to completely reengineer how things are done
    For a complete installation guide, visit the blueprint Build an ITSM Implementation Plan
    To prepare for a quick time to value in setting up the new ITSM tool, prioritize in this order:
    1. Categorization and status codes
    2. Prioritization
    3. Divide tickets into incidents and service requests
    4. Create workflows for onboarding and offboarding (automate where you can)
    5. Track escalations to vendors
    6. Reporting
    7. Self-serve
    8. Equipment inventory (leading to hardware asset management)

    Define roles looking to balance between customer service and getting things done

    The team will need to provide backfill for each other with high volume, vacations, and leave, but also need to proactively manage interruptions appropriately as they work on projects.
    Icon of a bullseye. First contact – customer service, general knowledge
    Answers phones, chats, responds to email, troubleshooting, creates knowledge articles for end users.
    Icon of a pie chart. Analyst – experienced troubleshooter, general knowledge
    Answers phone when FC isn’t available, responds to email, troubleshooting, creates knowledge articles for first contact, escalates to other technicians or vendors.
    Icon of a lightbulb. Analyst – experienced troubleshooter, specialist
    Answers phones only when necessary, troubleshooting, creates knowledge articles for anyone in IT, consults with peers, escalates to vendors.
    Icon of gear on a folder. Engineer – deep expertise, specialist
    Answers phones only when necessary, troubleshooting, creates knowledge articles for anyone in IT, consults with peers, escalates to vendors.
    Icon of a handshake. Vendor, Managed Service Providers
    Escalation point per contract terms, must meet SLAs, communicate regularly with analysts and management as appropriate. Who escalates and who manages them?
    Row of colorful people.

    Note roles in the Incident Management and Service Desk – Standard Operating Procedure Template

    Keep customers happy and technicians calm by properly managing your queue

    If ticket volume is too high or too dispersed to effectively have teams self-select tickets, assign a queue manager to review tickets throughout the day to ensure they’re assigned and on the technician’s schedule. This is particularly important for technicians who don’t regularly work out of the ticketing system. Follow up on approaching or missed SLAs.

    • Separate incidents (break fix) and service requests: Prioritize incidents over service requests to focus on getting users doing business as soon as possible. Schedule service requests for slower times or assign to technicians who are not working the front lines.
    • First in/first out…mostly: We typically look to prioritize incidents over service requests and only prioritize incidents if there are multiple people or VIPs affected. Where everything is equal, deal with the oldest first. Pause occasionally to deal with quick wins such as password resets.
    • Update ticket status and notes: Knowing what tickets are in progress and which ones are waiting on information or parts is important for anyone looking to pick up the next ticket. Make sure everyone is aware of the benefits of keeping this information up to date, so technicians know what to work on next without duplicating each other’s work.
    • Implement solutions quickly by using knowledge articles: Continue to build out the knowledge base to be able to resolve end-user issues quickly, check to see if additional information is needed before escalating tickets to other technicians.
    • Encourage end users to create tickets through the portal: Issues called in are automatically moved to the front of the queue, regardless of urgency. Make it easy for users to report issues using the portal and save the phone for urgent issues to allow appropriate prioritization of tickets.
    • Create a process to add additional resources on a regular basis to keep control of the backlog: A few extra hours once a week may be enough if the team is focused without interruptions.
    • Determine what backlog is acceptable to your users: Set that as a maximum time to resolve. Ideally, set up automated escalations for tickets that are approaching target SLAs, and build flexibility into schedules to have an “all hands on deck” option if the volume gets too high.

    Info-Tech Insight

    Make sure your queue manager has an accurate escalation list and has the authority to assign tickets and engage with the technical team to manage SLAs; otherwise, SLAs will never be consistently managed.

    Best practices for ticket handling

    Accurate data leads to good decisions. If working toward adding staff members, reducing recurring incidents, gaining access to better tools, or demonstrating value to the business, tickets will enable reporting and dashboards to manage your day-to-day business and provide reports to stakeholders.
    • Provide an easy way for end users to electronically submit tickets and encourage them to do so. This doesn’t mean you shouldn’t still accept phone calls, but that should be encouraged for time sensitive issues.
    • Create and update tickets, but not at the expense of good customer service. Agents can start the ticket but shouldn’t spend five minutes creating the ticket when they should be troubleshooting the problem.
    • Update the ticket when the issue is resolved or needs to be escalated. If agents are escalating, they should make sure all relevant information is passed along to the next technician.
    • Update user of ETA if issue cannot be resolved quickly.
    • Update categories to reflect the actual issue and resolution.
    • Reference or link to the knowledge base article as the documented steps taken to resolve the incident.
    • Validate incident is resolved with client. Automate this process with ticket closure after a certain time.
    • Close or resolve the ticket on time.
    Ticket templates (or quick tickets) for common incidents can lead to fast creation, data input, and categorizations. Templates can reduce the time it takes to create tickets from two minutes to 30 seconds.
    Sample ticket template.

    Create a right-sized self-service portal

    Review tickets and talk to the team to find out the most frequent requests and the most frequent incidents that could be solved by the end user if there were clear instructions. Check with your user community to see what they would like to see in the portal.

    A portal is only as attractive as it is useful. Enabling ticket creation and review is the bare minimum and may not entice users to the portal if email is just as easy to use for ticket creation.

    Consider opening the portal to groups other than IT. HR, finance, and others may have information they want to share or forms to fill in or download where an employee portal rather than an IT portal could be helpful. Work with other departments to see if they would find value. Make sure your solution is easy to use when adding content. Low-code options are useful for this.

    Portals could be built in the ITSM solution or SharePoint/Teams and should include:

    • Easy ways to create and see status on all tickets
    • Manuals, how-to articles, links to training
    • Answers to common questions, could be a wiki or Q&A for users to help each other as well as IT
    • Could have a chatbot to help people find documents or to create a ticket

    Info-Tech Insight

    Consider using video capture software to create short how-to videos for common questions. Vendors such as TechSmith Snagit , Vimeo Screen Recorder, Screencast-O-Matic Video Recording, and Movavi Screen Recording may be quick and easy to learn.

    49%

    49% of employees have trouble finding information at work

    35%

    Employees can cut time spent looking for information by 35% with quality intranet

    (Source: Liferay)

    Use customer satisfaction surveys to monitor service levels

    Transactional surveys are tied to specific interactions and provide a means of communication to help users communicate satisfaction or dissatisfaction with single interactions.
    • Keep it simple: One question to rate the service with opportunity to add a comment is enough to understand the sentiment and potential issues, and it will be more likely that the user will fill it out.
    • Follow up: Feedback will only be provided if customers think it’s being read and actioned. Set an alert to receive notification of any negative feedback and follow up within one or two business days to show you’re listening.

    A simple customer feedback form with smiley face scale.

    Relationship surveys can be run annually to obtain feedback on the overall customer experience.

    Inform yourself of how well you are doing or where you need improvement in the broad services provided.

    Provide a high-level perspective on the relationship between the business and IT.

    Help with strategic improvement decisions.

    Should be sent over a duration of time and to the entire customer base after they’ve had time to experience all the services provided by the service desk. This can be done on an annual basis.

    For example: Info-Tech’s End User Satisfaction Diagnostic. Included in your membership.

    Keep categorizations simple

    Asset categorization provides reports that are straightforward and useful for IT and that are typically used where the business isn’t demanding complex reports.

    Too many options can cause confusion; too few options provide little value. Try to avoid using “miscellaneous” – it’s not useful information. Test your tickets against your new scheme to make sure it works for you. Effective classification schemes are concise, easy to use correctly, and easy to maintain.

    Build out the categories with these questions:
    • What kind of asset am I working on? (type)
    • What general asset group am I working on? (category)
    • What particular asset am I working on? (sub-category)

    Create resolution codes to further modify the data for deeper reporting. This is typically a separate field, as you could use the same code for many categories. Keep it simple, but make sure it’s descriptive enough to understand the type of work happening in IT.

    Create and define simple status fields to quickly review tickets and know what needs to be actioned. Don’t stop the clock for any status changes unless you’re waiting on users. The elapsed time is important to measure from a customer satisfaction perspective.

    Info-Tech Insight

    Think about how you will use the data to determine which components need to be included in reports. If components won’t be used for reporting, routing, or warranty, reporting down to the component level adds little value.

    Example table of categorizations.


    Need to make quick progress? Use Info-Tech Research Group’s Service Desk Asset-Based Categories template.

    1.1 Build or review your categories

    1-3 hours

    Input: Existing tickets

    Output: Categorization scheme

    Materials: Whiteboard/Flip charts, Markers, Sample categorization scheme

    Participants: CIO, Service desk manager, Technicians

    Discuss:

    • How can you use categories and resolution information to enhance reporting?
    • What level of detail do you need to be able to understand the data and take action? What level of detail is too much?
    • Are current status fields allowing you to accurately assess pending work at a glance?

    Draft:

    1. Start with existing categories and review, identifying duplicates and areas of inconsistency.
    2. Write out proposed resolution codes and status fields and critically assess their value.
    3. Test categories and resolution codes against a few recent tickets.
    4. Record the ticket categorization scheme in the Incident Management and Service Desk – Standard Operating Procedure.

    Download the Incident Management and Service Desk – Standard Operating Procedure Template

    Separate tickets into service requests and incidents

    Tickets should be separated into different ticket types to be able to see briefly what needs to be prioritized. This may seem like a non-issue if you have a small team, but if you ever need to report how quickly you’re solving break-fix issues or whether you’re doing root cause analysis, this will save on future efforts. Separating ticket types may make it easier to route tickets automatically or to a new provider in the future.

    INCIDENTS

    SERVICE REQUESTS

    Icon of a bullseye.

    PRIORITIZATION

    Incidents will be prioritized based on urgency and impact to the organization. Service requests will be scheduled and only increase in prioritization if there is an issue with the request process (e.g. new hire start).
    Icon of a handshake.

    SLAs

    Did incidents get resolved according to prioritization rules? REPONSE & RESOLUTION Did service requests get completed on time? SCHEDULING & FULFILMENT
    Icon of a lightbulb.

    TRIAGE & ROOT CAUSE ANALYSIS

    Incidents will typically need triage at the service desk unless something is set up to go directly to a specialist. Service requests don’t need triage and can be routed automatically for approvals and fulfillment.

    “For me, the first key question is, is this keeping you from doing business? Is this a service request? Is it actually something that's broken? Well, okay. Now let's have the conversation about what's broken and keeping you from doing business.” (Anonymous CIO)

    Determine how service requests will be fulfilled

    Process steps for service requests: 'Request, Approve, Schedule, Fulfill, Notify requester, Close ticket'.

    • Identify standard requests, meaning any product approved for use and deployment in the organization.
    • Determine whether this should be published and how. Consider a service catalog with the ability to create tickets right from the request page. If there is an opportunity to automate fulfillment, build that into your workflow and project plans.
    • Create workflows for complicated requests such as onboarding, and build them into a template in the service desk tool. This will allow you to reduce the administrative work to deploy tasks.
    • Who will fulfill requests? There may be a need for more than one technician to be able to fulfill if volume dictates, but it’s important to determine what will be done by each level to quickly assign those tickets for scheduling. Define what will be done by each group of technicians.
    • Determine reasonable SLAs for most service requests. Identify which ones will not meet “normal” SLAs. As you build out a service catalog or automate fulfillment, SLAs can be refined.

    Info-Tech Insight

    Service requests are not as urgent as incidents and should be scheduled.

    Set the SLA based on time to fulfill, plus a buffer to schedule around more urgent service requests.

    1.2 Identify service requests and routing needs

    2-3 hours

    Input: Ticket data, Existing workflow diagrams

    Output: Workflow diagrams

    Materials: Whiteboard/Flip charts, Markers, Visio

    Participants: CIO, Service desk manager, Technicians

    Identify:

    1. Create your list of typical service requests and identify the best person to fulfill, based on complexity, documentation, specialty, access rights.
    2. Review service requests which include multiple people or departments, such as onboarding and offboarding
    3. Draw existing processes.
    4. Discuss challenges and critique existing process.
    5. Document proposed changes and steps that will need to be taken to improve the process.

    Download the Incident Management and Service Desk – Standard Operating Procedure Template

    Incident management

    Critical incidents and normal incidents

    Even with a small team, it’s important to define a priority for response and resolution time for SLA and uptime reporting and extracting insights for continual improvement efforts.

    • Mission-critical systems or problems that affect many people should always come first (i.e. Severity Level 1).
    • The bulk of reported problems, however, are often individual problems with desktop PCs (i.e. Severity Level 3 or 4).
    • Some questions to consider when deciding on problem severity include:
      • How is productivity affected?
      • How many users are affected?
      • How many systems are affected?
      • How critical are the affected systems to the organization?
    • Decide how many severity levels the organization needs the service desk to have. Four levels of severity is ideal for most organizations.
    Go to incident management for SE

    Super-specialization of knowledge is also a common factor in smaller teams and is caused by complex architectures. While helpful, if that knowledge isn’t documented, it can walk out the door with the resource and the rest of the team is left scrambling.

    Lessons learned may be gathered for critical incidents but often are not propagated, which impacts the ability to solve recurring incidents.

    Over time, repeated incidents can have a negative impact on the customer’s perception that the service desk is a credible and essential service to the business.

    Cover image for 'Incident Management for Small Enterprise'.
    Click picture for a link to the blueprint

    1.3 Activity: Identify critical systems

    1 hour

    Input: Ticket data, Business continuity plan

    Output: Service desk SOP

    Materials: Whiteboard/Flip charts, Markers

    Participants: CIO, Service desk manager, Technicians

    Discuss and document:

    1. Create a list of the most critical systems, and identify and document the escalation path.
    2. Review inventory of support documents for critical systems and identify any that require runbooks to ensure quick resolution in the event of an outage or major performance issue. Refer to the blueprint Incident Management for Small Enterprise to prioritize and document runbooks as needed.
    3. Review vendor agreements to determine if SLAs are appropriate to support needs. If there is a need for adjustments, determine options for modifying or renegotiating SLAs.

    Download the Incident Runbook Prioritization Tool

    Prioritization scheme

    Keep the priority scheme simple and meaningful, using this framework to communicate and report to stakeholders and set SLAs for response and resolution.
    1. Focus primarily on incidents. Service requests should always be medium urgency, unless there is a valid reason to move one to high level.
    2. Separate major outages from all other tickets as these are a major factor in business impact.
    3. Decide how many levels of severity are appropriate for your organization.
    4. Build a prioritization matrix, breaking down priority levels by impact and urgency.
    5. Build out the definitions of “impact” and “urgency” to complete the prioritization matrix.
    6. Run through examples of each priority level to make sure everyone is on the same page.
    A matrix of prioritization with rows as levels of 'IMPACT' and columns as levels of 'URGENCY'. Ratings range from 'Critical' at 'Extensive/Critical' to 'Low' at 'Low Impact/Low'.

    Document escalation rules and contacts

    Depending on the size of the team, escalations may be mostly to internal technical colleagues or could be primarily to vendors.

    • Ensure the list of escalation rules and contacts is accurate and available, adding expected SLAs for quick reference
    • If tickets are being escalated but shouldn’t be, ensure knowledge articles and training materials are up to date
    • Follow up on all external escalations, ensuring SLAs are respected
    • Publish an escalation path for clients if service is not meeting their needs (for internal and external providers) and automate escalations for tickets breaching SLAs
    Escalation rules strung together.
    User doesn’t know who will fix the issue but expects to see it done in a reasonable time. If issue cannot be resolved right away, set expectations for resolution time.
    • Document information so next technician doesn’t need to ask the same questions.
    • Escalate to the right technician the first time.
    • Check notes to catch up on the issue.
    • Run tests if necessary.
    • Contact user to troubleshoot and fix.
    • Meet SLAs or update client on new ETA.
    • Provide complete information to vendor.
    • Monitor resolution.
    • Follow up with vendor if delays.
    • Update client as needed.
    • Vendor will provide support according to agreement.
    • Encourage vendor to provide regular updates to IT.
    • Review vendor performance regularly.
    • IT will validate issue is resolved and close ticket.
    Validate user is happy with the experience

    Define, measure, and report on service level agreements

    Improving communications is the most effective way to improve customer service
    1. Set goals for time to respond and time to resolve for different incident levels, communicate to the technical team, and test ability to meet these goals.
    2. Set goals for time to fulfil for most service requests, document exceptions (e.g. onboarding).
    3. Create reports to measure against goals and determine what information will be most effective for reporting to the business.
    4. Management: Communicate expectations to the business leaders and end users.
    5. Management: Set regular cadence to meet with stakeholders to discuss expectations and review relevant metrics.
    6. Management: Determine how metrics will be tracked and reviewed to manage technical partners.
    Keep messaging simple
    • Be prepared with detailed reporting if needed, but focus on a few key metrics to inform stakeholders of progress against goals.
    • Use trending to tell a story, especially when presenting success stories.
    • Use appropriate media for each type of message. For example: SLAs can be listed on automated ticket responses or in a banner on the portal.

    Determine what communications are most important and who will do them

    Icon of a bperson ascending a staircase.

    PROACTIVE, PLANNED CHANGES

    From: Service Desk

    Messaging provided by engineer or director, sent to all employees; proactive planning with business unit leaders.

    Icon of a bullseye.

    OUTAGES & UPDATES

    From: Service Desk

    Use templates to send out concise messaging and updates hourly, with input from technical team working on restoring services to all; director to liaise with business stakeholders.

    Icon of a lightbulb.

    UPDATES TO SERVICES, SELF-SERVE

    From: Director

    Send announcements no more than monthly about new services and processes.

    Icon of a handshake.

    REGULAR STAKEHOLDER COMMUNICATIONS

    From: Director

    Monthly reporting to business and IT stakeholders on strategic and project goals, manage escalations.

    1.4 Create communications plan

    2 hours

    Input: Sample past communications

    Output: Communications templates

    Materials: Whiteboard/flip charts, Markers

    Participants: CIO, Service desk manager, Technicians

    Determine where templates are needed to ensure quick and consistent communications. Review sample templates and modify to suit your needs:

    1. Proactive, planned changes
    2. Outages and updates
    3. Updates to services, self-serve
    4. Regular stakeholder communications

    Download the communications templates

    Create reports that are useful and actionable

    Reporting serves two purposes:

    1. Accountability to stakeholders
    2. Identification of items that need action

    To determine what reports are needed, ask yourself:

    • What are your goals?
    • What story are you trying to tell?
    • What do you need to manage day to day?
    • What do you need to report to get funding?
    • What do you need to report to your stakeholders for service updates?

    Determine which metrics will be most useful to suit your strategic and operational goals

    STRATEGIC GOAL (stakeholders): Improve customer service evidenced by:

    TIME

    • Aged backlog
    • Service requests solved within SLA (could also look for quick ones, e.g. tickets solved in one day, % solved within one hour)
    • Volume of incidents and time to solve each type
    • Critical incidents solved in 4 hours
    • Incidents solved same day

    QUALITY

    • Percentage of tickets solved at first contact
    • SLAs missed
    • Percentage of services available to request through catalog
    • Percentage of tickets created through portal (speaks to quality of experience)
    • Customer satisfaction survey results – transactional and annual

    RESOURCES

    • Knowledge articles used by technicians
    • Knowledge articles used by end users
    • Tickets resolved at each technician level (volume)
    • Non-standard requests evaluated and fulfilled by volume & time served
    • Volume of recurring incidents
    OPERATIONAL GOALS: Report to director & technicians

    What else can you do to improve service?

    Review the next few pages to see if you need additional blueprints to help you:
    • Evaluate staffing and training needs to ensure the right number of resources are available and they have the skills they need for your environment.
    • Create self-service for end users to get quick answers and create tickets.
    • Create a knowledge base to ensure backup for technical expertise.
    • Develop customer service skills through training.
    • Perform ticket analysis to better understand your technical environment.

    Be agile in your approach to service

    It’s easy for small teams to get overwhelmed when covering for vacations, illness, or leave. Determine where priorities may be adjusted during busy or short-staffed times.

    • Have a plan to cross-train technicians and create comprehensive knowledge articles for coverage during vacations and unexpected absences.
    • Know where it makes sense to bring in vendors, such as for managed print services, or to cover for extended absences.
    • Look for opportunities to automate functions or reduce administrative overhead through workflows.
    • Identify any risks and determine how to mitigate, such as managing or changing administrative passwords.
    • Create self-serve to enable ticket creation and self-solve for those users who wish to use it.

    Staff the service desk to meet demand

    • With increasing complexity of support and demand on service desks, staff are often left feeling overwhelmed and struggling to keep up with ticket volume, resulting in long resolution times and frustrated end users.
    • However, it’s not as simple as hiring more staff to keep up with ticket volume. IT managers must have the data to support their case for increasing resources or even maintaining their current resources in an environment where many executives are looking to reduce headcount.
    • Without changing resources to match demand, IT managers will need to determine how to maximize the use of their resources to deliver better service.

    Cover image for 'Staff the Service Desk to Meet Demand'.
    Click picture for a link to the blueprint

    Create and manage a knowledge base

    With a small team, it may seem redundant to create a knowledge base, but without key system and process workflows and runbooks, an organization is still at risk of bottlenecks and knowledge failure.

    • Use a knowledge base to document pre-escalation troubleshooting steps, known errors and workarounds, and runbook solutions.
    • Where incidents may have many root causes, document which are the most frequent solutions and where variations are typically used.
    • Start with an inventory of personal documents, compare and consolidate into the knowledge base, and ensure they are accurate and up to date.
    • Assign someone to review articles on a regular basis and flag for editing and archiving as the technical environment changes.
    • Supplement with vendor-provided or purchased content. Two options for purchased content include RightAnswers or Netformx.

    Info-Tech Insight

    Appeal to a broad audience. Use non-technical language whenever possible to help less technical readers. Identify error messages and use screenshots where it makes sense. Take advantage of social features like voting buttons to increase use.

    Optimize the service desk with a shift-left strategy

    • “Shift left” is a strategy which moves appropriate technical work to users through knowledge articles, automation and service catalogs, freeing up time for technicians to work on more complex issues.
    • Many organizations have built a great knowledge base but fail to see the value of it over time as it becomes overburdened with overlapping and out-of-date information. Knowledge capture, updating, and review must be embedded into your processes if you want to keep the knowledge base useful.
    • Similarly, the self-service portal is often deployed out of the box with little input from end users and fails to deliver its intended benefits. The portal needs to be designed from the end user’s point of view with the goal of self-resolution if it will serve its purpose of deflecting tickets.

    Cover image for 'Optimize the Service Desk With a Shift-Left Strategy'.
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    Customer service isn’t just about friendliness

    Your team will all need to deal with end users at some point, and that may occur in times of high stress. Ensure the team has the skills they need to actively listen, stay positive, and de-escalate.

    Info-Tech’s customer service program is a modular approach to improve skills one area at a time. Delivering good customer service means being effective in these areas:
    • Customer focus – Focus on the customer and use a positive, caring, and helpful attitude.
    • Listening and verbal communication skills – Demonstrate empathy and patience, actively listen, and speak in user-friendly ways to help get your point across.
    • Written communication skills – Use appropriate tone, language, and terms in writing (whether via chat, email, or other).
    • Manage difficult situations – Remain calm and in control when dealing with difficult customers and situations.
    • Go the extra mile – Go beyond simply resolving the request to make each interaction positive and memorable.

    Deliver a customer service training program to your IT department

    • There’s a common misconception that customer service skills can’t be taught, so no effort is made to improve those skills.
    • Even when there is a desire to improve customer service, it’s hard for IT teams to make time for training and improvement when they’re too busy trying to keep up with tickets.
    • A talented service desk agent with both great technical and customer service skills doesn’t have to be a rare unicorn, and an agent without innate customer service skills isn’t a lost cause. Relevant and impactful customer service habits, techniques, and skills can be taught through practical, role-based training.
    • IT leaders can make time for this training through targeted, short modules along with continual on-the-job coaching and development.

    Cover image for 'Deliver Customer Service Training Program to Your IT Department'.
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    Improve your ticket analysis

    Once you’ve got great data coming into the ticketing system, it’s important to rethink your metrics and determine if there are more insights to be found.

    Analyzing ticket data involves:
    • Collecting ticket data and keeping it clean. Based on the metrics you’re analyzing, define ticket expectations and keep the data up to date.
    • Showing the value of the service desk. SLAs are meaningless if they are not met consistently. The prerequisite to implementing proper SLAs is fully understanding the proper workload of the service desk.
    • Understanding – and improving – the user experience. You cannot improve the user experience without meaningful metrics that allow you to understand the user experience. Different user groups will have different needs and different expectations of the level of service. Your metrics should reflect those needs and expectations.

    Analyze your service desk ticket data

    Properly analyzing ticket data is challenging for the following reasons:
    • Poor ticket hygiene and unclear ticket handling
    • Service desk personnel are not sure where to start with analysis
    • Too many metrics are tracked to parse actionable data from the noise
    Ticket data won’t give you a silver bullet, but it can help point you in the right direction.

    Cover image for 'Analyze Your Service Desk Ticket Data'.
    Click picture for a link to the blueprint

    Start doing problem management

    Proactively focusing on root cause analysis will reduce the most disruptive incidents to the organization.

    • A focus on elimination of critical incidents and the more disruptive recurring incidents will reduce future workloads for the team and improve customer satisfaction.
    • This can be challenging when the team is already struggling with workload; however, setting a regular cadence to review tickets, looking for trends, and identifying at least one focus area a month can be a positive outcome for everyone.
    • Focus on the most impactful ticket or service first. The initial goal should be to reduce or eliminate critical and high-impact incidents. Once the high-stress situations are reduced, proactively scheduling the smaller but still time-consuming repeatable incidents can be done.
    • Where you have vendors involved, work with them to determine when root cause analysis must happen and where they’ll need to coordinate with your team or other supporting vendors.

    Problem management

    Problem management can be challenging because it requires skills and knowledge to go deep into a problem and troubleshoot the root cause of an issue, but it also requires uninterrupted time.
    • Problem management, however, can be taught, and the issue isn’t always hard to spot if you have time to look.
    • Using tried and true methods for walking through an issue step by step will enable the team to improve their investigative and troubleshooting skills.
    • Reduction of one or two major incidents and recurring incidents per month will pay off quickly in reducing reactive ticket volume and improve customer satisfaction.

    Cover image for 'Problem Management'.
    Click picture for a link to the blueprint

    Create your roadmap with high-level requirements

    Determine what tasks and projects need to be completed to meet your improvement goals. Create a high-level project plan and balance with existing resources.

    Roadmap of high-level requirements with 'Goals' as row headers and their timelines mapped out across fiscal quarters.

    Bibliography

    Taylor, Sharon and Ivor Macfarlane. ITIL Small Scale Implementation. Office of Government Commerce, 2005.

    “Share, Collaborate, and Communicate on One Consistent Platform.” Liferay, n.d. Accessed 19 July 2022.

    Rodela, Jimmy. “A Beginner’s Guide to Customer Self-Service.” The Ascent, 18 May 2022. Web.

    Tech Trend Update: If Biosecurity Then Autonomous Edge

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    COVID-19 has created new risks to physical encounters among workers and customers. New biosecurity processes and ways to effectively enforce them – in the least intrusive way possible – are required to resume these activities.

    Our Advice

    Critical Insight

    New biosecurity standards will be imposed on many industries, and the autonomous edge will be part of the solution to manage that new reality.

    Impact and Result

    There are some key considerations for businesses considering new biosecurity measures:

    1. If prevention, then ID-based access control
    2. If intervention, then alerts based on data
    3. If investigation, then contact tracing

    Tech Trend Update: If Biosecurity Then Autonomous Edge Research & Tools

    Tech Trend Update: If Biosecurity Then Autonomous Edge

    Understand how new biosecurity requirements could affect your business and why AI at the edge could be part of the solution.

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

    • Tech Trend Update: If Biosecurity Then Autonomous Edge Storyboard
    [infographic]

    Master the Art of Stakeholder Management in Small Enterprise Environments

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    • Parent Category Name: Stakeholder Management
    • Parent Category Link: /stakeholder-management
    • IT hasn’t taken into account critical stakeholders and their concerns and preferences as they plan projects or operate on daily business.
    • It is difficult to tailor communication and messaging to all of the different personal and professional styles and motivations of stakeholders.
    • Access to stakeholders and getting an accurate understanding of their needs and concerns regarding IT can be difficult to obtain.

    Our Advice

    Critical Insight

    • Small enterprises have an advantage in stakeholder management. Less people and fewer barriers create opportunities for more productive interactions and stronger relationships.
    • The guiding principles for effective stakeholder management are common concepts, but unfortunately not common practice.
    • By stepping back and taking the time to thoughtfully consider the dynamics and needs of important IT stakeholders, you will be better able to position yourself and your department.

    Impact and Result

    • Info-Tech’s guiding principles provide clear and feasible recommendations for how to incorporate stakeholder management into daily interactions.
    • This blueprint’s guidance will enable IT leaders to tailor communication and interactions that will enable them to build stronger and more meaningful relationships with stakeholders.
    • Following this approach and its guiding principles will make IT projects be more successful by reducing their risk of failure due to issues of buy-in, misunderstanding of priorities, or a lack of support from critical stakeholders.

    Master the Art of Stakeholder Management in Small Enterprise Environments Research & Tools

    Executive Overview

    Use Info-Tech’s approach to stakeholder management to guide you in building stronger and more beneficial relationships, 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:

    • Master the Art of Stakeholder Management in Small Enterprise Environments Storyboard
    • None
    • None

    1. Identify stakeholders

    Determine the stakeholders for an IT department of a singular initiative.

    • Stakeholder Management Analysis Tool

    2. Analyze stakeholders

    Use the guidance of this section to analyze stakeholders on both a professional and personal level.

    3. Manage stakeholders

    Use Info-Tech’s guiding principles of stakeholder management to direct how to best engage key stakeholders.

    4. Review case studies

    Use real-life experiences from Info-Tech’s analysts to understand how to use and apply stakeholder management techniques.

    [infographic]

    Leading Through Uncertainty Workshop Overview

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    • Parent Category Name: Leadership Development Programs
    • Parent Category Link: /leadership-development-programs

    As the world around us changes there is a higher risk that IT productivity and planned priorities will be derailed.

    Our Advice

    Critical Insight

    To meet the challenges of uncertainty head on IT leaders must adapt so their employees are supported and IT departments continue to operate successfully.

    Impact and Result

    • Clearly define and articulate the current and future priorities to provide direction and cultivate hope for the future.
    • Recognize and manage your own reactions to be conscious of how you are showing up and the perceptions others may have.
    • Incorporate the 4Cs of Leading Through Uncertainty into your leadership practice to make sense of the situation and lead others through it.
    • Build tactics to connect with your employees that will ensure employee engagement and productivity.

    Leading Through Uncertainty Workshop Overview Research & Tools

    Start here – read the Workshop Overview

    Read our concise Workshop Overview to find out how this program can support IT leaders when managing teams through uncertain times.

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

    • Leading Through Uncertainty (LTU) Workshop Overview
    [infographic]

    Renovate the Data Center

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    • Parent Category Name: Data Center & Facilities Optimization
    • Parent Category Link: /data-center-and-facilities-optimization
    • 33% of enterprises will be undertaking facility upgrades or refreshes in 2010 aimed at extending the life of their existing data centers.
    • Every upgrade or refresh targeting specific components in the facility to address short-term pain will have significant impact on the data center environment as a whole. Planning upfront and establishing a clear project scope will minimize expensive changes in later years.
    • This solution set will provide you with step-by-step design, planning, and selection tools to define a Data Center renovation plan to reduce cost and risk while supporting cost-effective long-term growth for power, cooling, standby power, and fire protection renovations.

    Our Advice

    Critical Insight

    • 88% of organizations cited they would spend more time and effort on documenting and identifying facility requirements for initial project scoping. Organizations can prevent scope creep by conducting the necessary project planning up front and identify requirements and the effect that the renovation project will have in all areas of the data center facility.
    • Data Center facilities renovations must include the specific requirements related to power provisioning, stand-by power, cooling, and fire protection - not just the immediate short-term pain.
    • 39% of organizations cited they would put more emphasis on monitoring contractor management and performance to improve the outcome of the data center renovation project.

    Impact and Result

    • Early internal efforts to create a budget and facility requirements yields better cost and project outcomes when construction begins. Each data center renovation project is unique and should have its own detailed budget.
    • Upfront planning and detailed project scoping can prevent a cascading impact on data center renovation projects to other areas of the data center that can increase project size, scope and spend.
    • Contractor selection is one of the most important first steps in a complex data center renovation. Organizations must ensure the contractor selected has experience specifically in data center renovation.

    Renovate the Data Center Research & Tools

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

    1. Identify and understand the renovation project.

    • Storyboard: Renovate the Data Center
    • None
    • Data Center Annual Review Checklist

    2. Renovate power in the data center.

    • Data Center Power Requirements Calculator

    3. Renovate cooling in the data center.

    • Data Center Cooling Requirements Calculator

    4. Renovate standby power in the data center.

    • Data Center Standby Power Requirements Calculator

    5. Define current and future fire protection requirements.

    • Fire Protection & Suppression Engineer Selection Criteria Checklist
    • None

    6. Assess the opportunities and establish a clear project scope.

    • Data Center Renovation Project Charter
    • Data Center Renovation Project Planning & Monitoring Tool

    7. Establish a budget for the data center renovation project.

    • Data Center Renovation Budget Tool

    8. Select a general contractor to execute the project.

    • None
    • Data Center Renovation Contractor Scripted Interview
    • Data Center Renovation Contractor Scripted Interview Scorecard
    • Data Center Renovation Contractor Reference Checklist
    [infographic]

    Build Your First RPA Bot

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    • Parent Category Name: Optimization
    • Parent Category Link: /optimization
    • Your organization has many business processes that rely on manual, routine, and repetitive data collection and processing work. These processes need to be automated to meet strategic priorities.
    • Your stakeholders decided to invest in robotic process automation (RPA). They are ready to begin the planning and delivery of their first RPA bot.
    • However, your organization lacks the critical foundations involved in successful RPA delivery, such as analysis of the suitability of candidate processes, business and IT collaboration, and product ownership.

    Our Advice

    Critical Insight

    • Manage your business and IT debt before you adopt RPA. RPA doubles down on your process inefficiencies, lack of operations and architectural standardization, and unenforced quality standards. RPA solutions will be fragile and prone to failure if debt is not managed.
    • Adopt BizDevOps. RPA will not be successful if your lines-of-business (LOBs) and IT are not working together. IT must empathize with how LOBs operate and proactively support the underlying operational systems. LOBs must be accountable for all products leveraging RPA and be able to rationalize RPA’s technical feasibility.
    • Start with RPA 1.0. Don’t get caught up in the AI and machine learning (RPA 2.0) hype. Evaluate the acceptance and value of RPA 1.0 to establish a sustainable and collaborative foundation for its delivery and management. Then use the lessons learned to prepare for future RPA 2.0 adoption. In many cases, RPA 1.0 is good enough.

    Impact and Result

    • Establish the right expectations. Gain a grounded understanding of RPA value and limitations in your context. Discuss current IT and business operations challenges to determine if they will impact RPA success.
    • Build your RPA governance. Clarify the roles, processes, and tools needed to support RPA delivery and management through IT and business collaboration.
    • Evaluate the fit of RPA. Obtain a thorough view of the business and technical complexities of your candidate processes. Indicate where and how RPA is expected to generate the most return.

    Build Your First RPA Bot Research & Tools

    Start here – read the Executive Brief

    Read our concise Executive Brief to find out how you should build your first RPA bot, 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 RPA governance

    Set the expectations of your first RPA bot. Define the guiding principles, ethics, and delivery capabilities that will govern RPA delivery and support.

    • Build Your First RPA Bot – Phase 1: Define Your RPA Governance

    2. Deliver and manage your bots

    Validate the fit of your candidate business processes for RPA and ensure the support of your operational system. Shortlist the features of your desired RPA vendor. Modernize your delivery process to accommodate RPA.

    • Build Your First RPA Bot – Phase 2: Deliver and Manage Your Bots

    3. Roadmap your RPA adoption

    Build a roadmap of initiatives to implement your first bot and build the foundations of your RPA practice.

    • Build Your First RPA Bot – Phase 3: Roadmap Your RPA Adoption
    [infographic]

    Workshop: Build Your First RPA Bot

    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 RPA Governance

    The Purpose

    State the success criteria of your RPA adoption through defined objectives and metrics.

    Define your RPA guiding principles and ethics.

    Build the RPA capabilities that will support the delivery and management of your bots.

    Key Benefits Achieved

    Grounded stakeholder expectations

    RPA guiding principles

    RPA capabilities and the key roles to support RPA delivery and management

    Activities

    1.1 State Your RPA Objectives.

    1.2 Define Your RPA Principles

    1.3 Develop Your RPA Capabilities

    Outputs

    RPA objectives and metrics

    RPA guiding principles and ethics

    RPA and product ownership, RPA capabilities, RPA role definitions

    2 Deliver and Manage Your Bots

    The Purpose

    Evaluate the fit of your candidate business processes for automation.

    Define the operational platform to support your RPA solution.

    Shortlist the desired RPA vendor features.

    Optimize your product delivery process to support RPA.

    Key Benefits Achieved

    Verifies the decision to implement RPA for the candidate business process

    The system changes and modifications needed to support RPA

    Prioritized list of RPA vendor features

    Target state RPA delivery process

    Activities

    2.1 Prepare Your RPA Platform

    2.2 Select Your RPA Vendor

    2.3 Deliver and Manage Your Bots

    Outputs

    Assessment of candidate business processes and supporting operational platform

    List of desired RPA vendor features

    Optimized delivery process

    3 Roadmap Your RPA Adoption

    The Purpose

    Build your roadmap to implement your first RPA bot and build the foundations of your RPA practice.

    Key Benefits Achieved

    Implementation initiatives

    RPA adoption roadmap

    Activities

    3.1 Roadmap Your RPA Adoption

    Outputs

    RPA adoption roadmap

    Effectively Manage CxO Relations

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    • Parent Category Name: Manage Business Relationships
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    With the exponential pace of technological change, an organization's success will depend largely on how well CIOs can evolve from technology evangelists to strategic business partners. This will require CIOs to effectively broker relationships to improve IT's effectiveness and create business value. A confidential journal can help you stay committed to fostering productive relationships while building trust to expand your sphere of influence.

    Our Advice

    Critical Insight

    Highly effective executives have in common the ability to successfully balance three things: time, personal capabilities, and relationships. Whether you are a new CIO or an experienced leader, the relentless demands on your time and unpredictable shifts in the organization’s strategy require a personal game plan to deliver business value. Rather than managing stakeholders one IT project at a time, you need an action plan that is tailored for unique work styles.

    Impact and Result

    A personal relationship journal will help you:

    • Understand the context in which key stakeholders operate.
    • Identify the best communication approach to engage with different workstyles.
    • Stay committed to fostering relationships through difficult periods.

    Effectively Manage CxO Relations Research & Tools

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

    1. Effectively Manage CxO Relations Storyboard – A guide to creating a personal action plan to help effectively manage relationships across key stakeholders.

    Use this research to create a personal relationship journal in four steps:

    • Effectively Manage CxO Relations Storyboard

    2. Personal Relationship Management Journal Template – An exemplar to help you build your personal relationship journal.

    Use this exemplar to build a journal that is readily accessible, flexible, and easy to maintain.

    • Personal Relationship Management Journal Template

    Infographic

    Further reading

    Effectively Manage CxO Relations

    Make relationship management a daily habit with a personalized action plan.

    Analyst Perspective

    "Technology does not run an enterprise, relationships do." – Patricia Fripp

    As technology becomes increasingly important, an organization's success depends on the evolution of the modern CIO from a technology evangelist to a strategic business leader. The modern CIO will need to leverage their expansive partnerships to demonstrate the value of technology to the business while safeguarding their time and effort on activities that support their strategic priorities. CIOs struggling to transition risk obsolescence with the emergence of new C-suite roles like the Digital Transformation Officer, Chief Digital Officer, Chief Data Officer, and so on.

    CIOs will need to flex new social skills to accommodate diverse styles of work and better predict dynamic situations. This means expanding beyond their comfort level to acquire new social skills. Having a clear understanding of one's own work style (preferences, natural tendencies, motivations, and blind spots) is critical to identify effective communication and engagement tactics.

    Building trust is an art. Striking a balance between fulfilling your own goals and supporting others will require a carefully curated approach to navigate the myriad of personalities and work styles. A personal relationship journal will help you stay committed through these peaks and troughs to foster productive partnerships and expand your sphere of influence over the long term.

    Photo of Joanne Lee
    Joanne Lee
    Principal, Research Director, CIO Advisory
    Info-Tech Research Group

    Executive Summary

    Your Challenge

    In today's unpredictable markets and rapid pace of technological disruptions, CIOs need to create business value by effectively brokering relationships to improve IT's performance. Challenges they face:

    • Operate in silos to run the IT factory.
    • Lack insights into their stakeholders and the context in which they operate.
    • Competing priorities and limited time to spend on fostering relationships.
    • Relationship management programs are narrowly focused on associated change management in IT project delivery.

    Common Obstacles

    Limited span of influence.

    Mistaking formal roles in organizations for influence.

    Understanding what key individuals want and, more importantly, what they don't want.

    Lack of situational awareness to adapt communication styles to individual preferences and context.

    Leveraging different work styles to create a tangible action plan.

    Perceiving relationships as "one and done."

    Info-Tech's Approach

    A personal relationship journal will help you stay committed to fostering productive relationships while building trust to expand your sphere of influence.

    • Identify your key stakeholders.
    • Understand the context in which they operate to define a profile of their mandate, priorities, commitments, and situation.
    • Choose the most effective engagement and communication strategies for different work styles.
    • Create an action plan to monitor and measure your progress.

    Info-Tech Insight

    Highly effective executives have in common the ability to balance three things: time, personal capabilities, and relationships. Whether you are a new CIO or an experienced leader, the relentless demand on your time and unpredictable shifts in the organization's strategy will require a personal game plan to deliver business value. This will require more than managing stakeholders one IT project at a time: It requires an action plan that fosters relationships over the long term.

    Key Concepts

    Stakeholder Management
    A common term used in project management to describe the successful delivery of any project, program, or activity that is associated with organizational change management. The goal of stakeholder management is intricately tied to the goals of the project or activity with a finite end. Not the focus of this advisory research.

    Relationship Management
    A broad term used to describe the relationship between two parties (individuals and/or stakeholder groups) that exists to create connection, inclusion, and influence. The goals are typically associated with the individual's personal objectives and the nature of the interaction is seen as ongoing and long-term.

    Continuum of Commitment
    Info-Tech's framework that illustrates the different levels of commitment in a relationship. It spans from active resistance to those who are committed to actively supporting your personal priorities and objectives. This can be used to baseline where you are today and where you want the relationship to be in the future.

    Work Style
    A reference to an individual's natural tendencies and expectations that manifest itself in their communication, motivations, and leadership skills. This is not a behavior assessment nor a commentary on different personalities but observable behaviors that can indicate different ways people communicate, interact, and lead.

    Glossary
    CDxO: Chief Digital Officer
    CDO: Chief Data Officer
    CxO: C-Suite Executives

    The C-suite is getting crowded, and CIOs need to foster relationships to remain relevant

    The span of influence and authority for CIOs is diminishing with the emergence of Chief Digital Officers and Chief Data Officers.

    63% of CDxOs report directly to the CEO ("Rise of the Chief Digital Officer," CIO.com)

    44% of organizations with a dedicated CDxO in place have a clear digital strategy versus 22% of those without a CDxO (KPMG/Harvey Nash CIO Survey)

    The "good news": CIOs tend to have a longer tenure than CDxOs.

    A diagram that shows the average tenure of C-Suites in years.
    Source: "Age and Tenure of C-Suites," Korn Ferry

    The "bad news": The c-suite is getting overcrowded with other roles like Chief Data Officer.

    A diagram that shows the number of CDOs hired from 2017 to 2021.
    Source: "Chief Data Officer Study," PwC, 2022

    An image of 7 lies technology executives tell ourselves.

    Info-Tech Insight

    The digital evolution has created the emergence of new roles like the Chief Digital Officer and Chief Data Officer. They are a response to bridge the skill gap that exists between the business and technology. CIOs need to focus on building effective partnerships to better communicate the business value generated by technology or they risk becoming obsolete.

    Create a relationship journal to effectively manage your stakeholders

    A diagram of relationship journal

    Info-Tech's approach

    From managing relationships with friends to key business partners, your success will come from having the right game plan. Productive relationships are more than managing stakeholders to support IT initiatives. You need to effectively influence those who have the potential to champion or derail your strategic priorities. Understanding differences in work styles is fundamental to adapting your communication approach to various personalities and situations.

    A diagram that shows from 1.1 to 4.1

    A diagram of business archetypes

    Summary of Insights

    Insight 1: Expand your sphere of influence
    It's not just about gaining a volume of acquaintances. Figure out where you want to spend your limited time, energy, and effort to develop a network of professional allies who will support and help you achieve your strategic priorities.

    Insight 2: Know thyself first and foremost
    Healthy relationships start with understanding your own working style, preferences, and underlying motivations that drive your behavior and ultimately your expectations of others. A win/win scenario emerges when both parties' needs for inclusion, influence, and connection are met or mutually conceded.

    Insight 3: Walk a mile in their shoes
    If you want to build successful partnerships, you need to understand the context in which your stakeholder operates: their motivations, desires, priorities, commitments, and challenges. This will help you adapt as their needs shift and, moreover, leverage empathy to identify the best tactics for different working styles.

    Insight 4: Nurturing relationships is a daily commitment
    Building, fostering, and maintaining professional relationships requires a daily commitment to a plan to get through tough times, competing priorities, and conflicts to build trust, respect, and a shared sense of purpose.

    Related Info-Tech Research

    Supplement your CIO journey with these related blueprints.

    Photo of First 100 Days as CIO

    First 100 Days as CIO

    Photo of Become a Strategic CIO

    Become a Strategic CIO

    Photo of Improve IT Team Effectiveness

    Improve IT Team Effectiveness

    Photo of Become a Transformational CIO

    Become a Transformational CIO

    Executive Brief Case Study

    Logo of Multicap Limited

    • Industry: Community Services
    • Source: Scott Lawry, Head of Digital

    Conversation From Down Under

    What are the hallmarks of a healthy relationship with your key stakeholders?
    "In my view, I work with partners like they are an extension of my team, as we rely on each other to achieve mutual success. Partnerships involve a deeper, more intimate relationship, where both parties are invested in the long-term success of the business."

    Why is it important to understand your stakeholder's situation?
    "It's crucial to remember that every IT project is a business project, and vice versa. As technology leaders, our role is to demystify technology by focusing on its business value. Empathy is a critical trait in this endeavor, as it allows us to see a stakeholder's situation from a business perspective, align better with the business vision and goals, and ultimately connect with people, rather than just technology."

    How do you stay committed during tough times?
    "I strive to leave emotions at the door and avoid taking a defensive stance. It's important to remain neutral and not personalize the issue. Instead, stay focused on the bigger picture and goals, and try to find a common purpose. To build credibility, it's also essential to fact-check assumptions regularly. By following these principles, I approach situations with a clear mind and better perspective, which ultimately helps achieve success."

    Photo of Scott Lawry, Head Of Digital at Multicap Limited

    Key Takeaways

    In a recent conversation with a business executive about the evolving role of CIOs, she expressed: "It's the worst time to be perceived as a technology evangelist and even worse to be perceived as an average CIO who can't communicate the business value of technology."

    This highlights the immense pressure many CIOs face when evolving beyond just managing the IT factory.

    The modern CIO is a business leader who can forge relationships and expand their influence to transform IT into a core driver of business value.

    Stakeholder Sentiment

    Identify key stakeholders and their perception of IT's effectiveness

    1.1 Identify Key Stakeholders

    A diagram of Identify Key Stakeholders

    Identify and prioritize your key stakeholders. Be diligent with stakeholder identification. Use a broad view to identify stakeholders who are known versus those who are "hidden." If stakeholders are missed, then so are opportunities to expand your sphere of influence.

    1.2 Understand Stakeholder's Perception of IT

    A diagram that shows Info-Tech's Diagnostic Reports and Hospital Authority XYZ

    Assess stakeholder sentiments from Info-Tech's diagnostic reports and/or your organization's satisfaction surveys to help identify individuals who may have the greatest influence to support or detract IT's performance and those who are passive observers that can become your greatest allies. Determine where best to focus your limited time amid competing priorities by focusing on the long-term goals that support the organization's vision.

    Info-Tech Insight

    Understand which individuals can directly or indirectly influence your ability to achieve your priorities. Look inside and out, as you may find influencers beyond the obvious peers or executives in an organization. Influence can result from expansive connections, power of persuasion, and trust to get things done.

    Visit Info-Tech's Diagnostic Programs

    Activity: Identify and Prioritize Stakeholders

    30-60 minutes

    1.1 Identify Key Stakeholders

    Start with the key stakeholders that are known to you. Take a 360-degree view of both internal and external connections. Leverage external professional & network platforms (e.g. LinkedIn), alumni connections, professional associations, forums, and others that can help flush out hidden stakeholders.

    1.2 Prioritize Key Stakeholders

    Use stakeholder satisfaction surveys like Info-Tech's Business Vision diagnostic as a starting point to identify those who are your allies and those who have the potential to derail IT's success, your professional brand, and your strategic priorities. Review the results of the diagnostic reports to flush out those who are:

    • Resisters: Vocal about their dissatisfaction with IT's performance and actively sabotage or disrupt
    • Skeptics: Disengaged, passive observers
    • Ambassadors: Aligned but don't proactively support
    • Champions: Actively engaged and will proactively support your success

    Consider the following:

    • Influencers may not have formal authority within an organization but have relationships with your stakeholders.
    • Influencers may be hiding in many places, like the coach of your daughter's soccer team who rows with your CEO.
    • Prioritize, i.e. three degrees of separation due to potential diverse reach of influence.

    Key Output: Create a tab for your most critical stakeholders.

    A diagram that shows profile tabs

    Download the Personal Relationship Management Journal Template.

    Understand stakeholders' business

    Create a stakeholder profile to understand the context in which stakeholders operate.

    2.1 Create individual profile for each stakeholder

    A diagram that shows different stakeholder questions

    Collect and analyze key information to understand the context in which your stakeholders operate. Use the information to derive insights about their mandate, accountabilities, strategic goals, investment priorities, and performance metrics and challenges they may be facing.

    Stakeholder profiles can be used to help design the best approach for personal interactions with individuals as their business context changes.

    If you are short on time, use this checklist to gather information:

    • Stakeholder's business unit (BU) strategy goals
    • High-level organizational chart
    • BU operational model or capability map
    • Key performance metrics
    • Projects underway and planned
    • Financial budget (if available)
    • Milestone dates for key commitments and events
    • External platforms like LinkedIn, Facebook, Twitter, Slack, Instagram, Meetup, blogs

    Info-Tech Insight

    Understanding what stakeholders want (and more importantly, what they don't) requires knowing their business and the personal and social circumstances underlying their priorities and behaviors.

    Activity: Create a stakeholder profile

    30-60 minutes

    2.1.0 Understand stakeholder's business context

    Create a profile for each of your priority stakeholders to document their business context. Review all the information collected to understand their mandate, core accountability, and business capabilities. The context in which individuals operate is a window into the motivations, pressures, and vested interests that will influence the intersectionality between their expectations and yours.

    2.1.1 Document Observable Challenges as Private Notes

    Crushing demands and competing priorities can lead to tension and stress as people jockey to safeguard their time. Identify some observable challenges to create greater situational awareness. Possible underlying factors:

    • Sudden shifts/changes in mandate
    • Performance (operations, projects)
    • Finance
    • Resource and talent gaps
    • Politics
    • Personal circumstances
    • Capability gaps/limitations
    • Capacity challenges

    A diagram that shows considerations of this activity.

    Analyze Stakeholder's Work Style

    Adapt communication styles to the situational context in which your stakeholders operate

    2.2 Determine the ideal approach for engaging each stakeholder

    Each stakeholder has a preferred modality of working which is further influenced by dynamic situations. Some prefer to meet frequently to collaborate on solutions while others prefer to analyze data in solitude before presenting information to substantiate recommendations. However, fostering trust requires:

    1. Understanding your preferred default when engaging others.
    2. Knowing where you need to expand your skills.
    3. Identifying which skills to activate for different professional scenarios.

    Adapting your communication style to create productive interactions will require a diverse arsenal of interpersonal skills that you can draw upon as situations shift. The ability to adapt your work style to dial any specific trait up or down will help to increase your powers of persuasion and influence.

    "There are only two ways to influence human behavior: you can manipulate it, or you can inspire it." – Simon Sinek

    Activity: Identify Engagement Strategies

    30 minutes

    2.2.0 Establish work styles

    Every individual has a preferred style of working. Determine work styles starting with self-awareness:

    • Express myself - How you communicate and interact with others
    • Expression by others - How you want others to communicate and interact with you

    Through observation and situational awareness, we can make inferences about people's work style.

    • Observations - Observable traits of other people's work style
    • Situations - Personal and professional circumstances that influence how we communicate and interact with one another

    Where appropriate and when opportunities arise, ask individuals directly about their preferred work styles and method for communication. What is their preferred method of communication? During a normal course of interaction vs. for urgent priorities?

    2.2.1 Brainstorm possible engagement strategies

    Consider the following when brainstorming engagement strategies for different work styles.

    A table of involvement, influence, and connection.

    Think engagement strategies in different professional scenarios:

    • Meetings - Where and how you connect
    • Communicating - How and what you communicate to create connection
    • Collaborating - What degree of involved in shared activities
    • Persuading - How you influence or direct others to get things done

    Expand New Interpersonal Skills

    Use the Business Archetypes to brainstorm possible approaches for engaging with different work styles. Additional communication and engagement tactics may need to be considered based on circumstances and changing situations.

    A diagram that shows business archetypes and engagement strategies.

    Communicate Effectively

    Productive communication is a dialogue that requires active listening, tailoring messages to fluid situations, and seeking feedback to adapt.

    A diagram of elements that contributes to better align intention and impact

    Be Relevant

    • Understand why you need to communicate
    • Determine what you need to convey
    • Tailor your message to what matters to the audience and their context
    • Identify the most appropriate medium based on the situation

    Be Consistent and Accurate

    • Say what you mean and mean what you say to avoid duplicity
    • Information should be accurate and complete
    • Communicate truthfully; do not make false promises or hide bad news
    • Don't gossip

    Be Clear and Concise

    • Keep it simple and avoid excessive jargon
    • State asks upfront to set intention and transparency
    • Avoid ambiguity and focus on outcomes over details
    • Be brief and to the point or risk losing stakeholder's attention

    Be Attentive and Authentic

    • Stay engaged and listen actively
    • Be curious and inquire for clarification or explanation
    • Be flexible to adapt to both verbal and non-verbal cues
    • Be authentic in your approach to sharing yourself
    • Avoid "canned" approaches

    A diagram of listen, observe, reflect.


    "Good communication is the bridge between confusion and clarity."– Nat Turner (LinkedIn, 2020)

    Exemplar: Engaging With Jane

    A diagram that shows Exemplar: Engaging With Jane

    Exemplar: Engaging With Ali

    A diagram that shows Exemplar: Engaging With Ali

    Develop an Action Plan

    Moving from intent to action requires a plan to ensure you stay committed through the peaks and troughs.

    Create Your 120-Day Plan

    An action plan example

    Key elements of the action plan:

    • Strategic priorities – Your top focus
    • Objective – Your goals
    • 30-60-90-120 Day Topics – Key agenda items
    • Meeting Progress Notes – Key takeaways from meetings
    • Private Notes – Confidential observations

    Investing in relationships is a long-term process. You need to accumulate enough trust to trade or establish coalitions to expand your sphere of influence. Even the strongest of professional ties will have their bouts of discord. To remain committed to building the relationship during difficult periods, use an action plan that helps you stay grounded around:

    • Shared purpose
    • Removing emotion from the situation
    • Continuously learning from every interaction

    Photo of Angela Diop
    "Make intentional actions to set intentionality. Plans are good to keep you grounded and focused especially when relationship go through ups and down and there are changes: to new people and new relationships."
    – Angela Diop, Senior Director, Executive Services, Info-Tech & former VP of Information Services with Unity Health Care

    Activity: Design a Tailored Action Plan

    30-60 minutes

    3.1.0 Determine your personal expectations

    Establish your personal goals and expectations around what you are seeking from the relationship. Determine the strength of your current connection and identify where you want to move the relationship across the continuum of commitment.

    Use insights from your stakeholder's profile to explore their span of influence and degree of interest in supporting your strategic priorities.

    3.1.1 Determine what you want from the relationship

    Based on your personal goals, identify where you want to move the relationship across the continuum of commitment: What are you hoping to achieve from the relationship? How will this help create a win/win situation for both you and the key stakeholder?

    A diagram of Continuum of Commitment.

    3.1.2 Identify your metrics for progress

    Fostering relationships take time and commitment. Utilizing metrics or personal success criteria for each of your focus areas will help you stay on track and find opportunities to make each engagement valuable instead of being transactional.

    A graph that shows influence vs interest.

    Make your action plan impactful

    Level of Connection

    The strength of the relationship will help inform the level of time and effort needed to achieve your goals.

    • Is this a new or existing relationship?
    • How often do you connect with this individual?
    • Are the connections driven by a shared purpose or transactional as needs arise?

    Focus on Relational Value

    Cultivate your network and relationship with the goal of building emotional connection, understanding, and trust around your shared purpose and organization's vision through regular dialogue. Be mindful of transactional exchanges ("quid pro quo") to be strategic about its use. Treat every interaction as equally important regardless of agenda, duration, or channel of communication.

    Plan and Prepare

    Everyone's time is valuable, and you need to come prepared with a clear understanding of why you are engaging. Think about the intentionality of the conversation:

    • Gain buy-in
    • Create transparency
    • Specific ask
    • Build trust and respect
    • Provide information to clarify, clear, or contain a situation

    Non-Verbal Communication Matters

    Communication is built on both overt expressions and subtext. While verbal communication is the most recognizable form, non-lexical components of verbal communication (i.e. paralanguage) can alter stated vs. intended meaning. Engage with the following in mind:

    • Tone, pitch, speed, and hesitation
    • Facial expressions and gestures
    • Choice of channel for engagement

    Exemplar: Action Plan for VP, Digital

    A diagram that shows Exemplar: Action Plan for VP, Digital

    Make Relationship Management a Daily Habit

    Management plans are living documents and need to be flexible to adapt to changes in stakeholder context.

    Monitor and Adjust to Communicate Strategically

    A diagram that shows Principles for Effective Communication and Key Measures

    Building trust takes time and commitment. Treat every conversation with your key stakeholders as an investment in building the social capital to expand your span of influence when and where you need it to go. This requires making relationship management a daily habit. Action plans need to be a living document that is your personal journal to document your observations, feelings, and actions. Such a plan enables you to make constant adjustments along the relationship journey.

    "Without involvement, there is no commitment. Mark it down, asterisk it, circle it, underline it."– Stephen Convey (LinkedIn, 2016)

    Capture some simple metrics

    If you can't measure your actions, you can't manage the relationship.

    An example of measures: what, why, how - metrics, and intended outcome.

    While a personal relationship journal is not a formal performance management tool, identifying some tangible measures will improve the likelihood of aligning your intent with outcomes. Good measures will help you focus your efforts, time, and resources appropriately.

    Keep the following in mind:

    1. WHAT are you trying to measure?
      Specific to the situation or scenario
    2. WHY is this important?
      Relevant to your personal goals
    3. HOW will you measure?
      Achievable and quantifiable
    4. WHAT will the results tell you?
      Intended outcome that is directional

    Summary of accomplishments

    Knowledge Gained

    • Relationship management is critical to a CIO's success
    • A personal relationship journal will help build:
      • Customized approach to engaging stakeholders
      • New communication skills to adapt to different work styles

    New Concepts

    • Work style assessment framework and engagement strategies
    • Effective communication strategies
    • Continuum of commitment to establish personal goals

    Approach to Creating a Personal Journal

    • Step-by-step approach to create a personal journal
    • Key elements for inclusion in a journal
    • Exemplar and recommendations

    Related Info-Tech Research

    Photo of Tech Trends and Priorities Research Centre

    Tech Trends and Priorities Research Centre

    Access Info-Tech's Tech Trend reports and research center to learn about current industry trends, shifts in markets, and disruptions that are impacting your industry and sector. This is a great starting place to gain insights into how the ecosystem is changing your business and the role of IT within it.

    Photo of Embed Business Relationship Management in IT

    Embed Business Relationship Management in IT

    Create a business relationship management (BRM) function in your program to foster a more effective partnership with the business and drive IT's value to the organization.

    Photo of Become a Transformational CIO

    Become a Transformational CIO

    Collaborate with the business to lead transformation and leave behind a legacy of growth.

    Appendix: Framework

    Content:

    • Adaptation of DiSC profile assessment
    • DiSC Profile Assessment
    • FIRO-B Framework
    • Experience Cube

    Info-Tech's Adaption of DiSC Assessment

    A diagram of business archetypes

    Info-Tech's Business Archetypes was created based on our analysis of the DiSC Profile and Myers-Briggs FIRO-B personality assessment tools that are focused on assessing interpersonal traits to better understand personalities.

    The adaptation is due in part to Info-Tech's focus on not designing a personality assessment tool as this is neither the intent nor the expertise of our services. Instead, the primary purpose of this adaptation is to create a simple framework for our members to base their observations of behavioral cues to identify appropriate communication styles to better interact with key stakeholders.

    Cautionary note:
    Business archetypes are personas and should not be used to label, make assumptions and/or any other biased judgements about individual personalities. Every individual has all elements and aspects of traits across various spectrums. This must always remain at the forefront when utilizing any type of personality assessments or frameworks.

    Click here to learn about DiSC Profile
    Click here learn about FIRO-B
    Click here learn about Experience Cube

    DiSC Profile Assessment

    A photo of DiSC Profile Assessment

    What is DiSC?

    DisC® is a personal assessment tool that was originally developed in 1928 by psychologist William Moulton Marston, who designed it to predict job performance. The tool has evolved and is now widely used by thousands of organizations around the world, from large government agencies and Fortune 500 companies to nonprofit and small businesses, to help improve teamwork, communication, and productivity in the workplace. The tool provides a common language people can use to better understand themselves and those they interact with - and use this knowledge to reduce conflict and improve working relationships.

    What does DiSC mean?

    DiSC is an acronym that stands for the four main personality profiles described in the Everything DiSC model: (D)ominance, (i)nfluence, (S)teadiness, (C)onscientiousness

    People with (D) personalities tend to be confident and emphasize accomplishing bottom-line results.
    People with (i) personalities tend to be more open and emphasize relationships and influencing or persuading others.
    People with (S) personalities tend to be dependable and emphasize cooperation and sincerity.
    People with (C) personalities tend to emphasize quality, accuracy, expertise, and competency.

    Go to this link to explore the DiSC styles

    FIRO-B® – Interpersonal Assessment

    A diagram of FIRO framework

    What is FIRO workplace relations?

    The Fundamental Interpersonal Relations Orientation Behavior (FIRO-B®) tool has been around for forty years. The tool assesses your interpersonal needs and the impact of your behavior in the workplace. The framework reveals how individuals can shape and adapt their individual behaviors, influence others effectively, and build trust among colleagues. It has been an excellent resource for coaching individuals and teams about the underlying drivers behind their interactions with others to effectively build successful working relationships.

    What does the FIRO framework measure?

    The FIRO framework addresses five key questions that revolve around three interpersonal needs. Fundamentally, the framework focuses on how you want to express yourself toward others and how you want others to behave toward you. This interaction will ultimately result in the universal needs for (a) inclusion, (b) control, and (c) affection. The insights from the results are intended to help individuals adjust their behavior in relationships to get what they need while also building trust with others. This will allow you to better predict and adapt to different situations in the workplace.

    How can FIRO influence individual and team performance in the workplace?

    FIRO helps people recognize where they may be giving out mixed messages and prompts them to adapt their exhibited behaviors to build trust in their relationships. It also reveals ways of improving relationships by showing individuals how they are seen by others, and how this external view may differ from how they see themselves. Using this lens empowers people to adjust their behavior, enabling them to effectively influence others to achieve high performance.

    In team settings, it is a rich source of information to explore motivations, underlying tensions, inconsistent behaviors, and the mixed messages that can lead to mistrust and derailment. It demonstrates how people may approach teamwork differently and explains the potential for inefficiencies and delays in delivery. Through the concept of behavioral flexibility, it helps defuse cultural stereotypes and streamline cross-cultural teams within organizations.

    Go to this link to explore FIRO-B for Business

    Experience Cube

    A diagram of experience cube model.

    What is an experience cube?

    The Experience Cube model was developed by Gervase Bushe, a professor of Leadership and Organization at the Simon Fraser University's school of Business and a thought leader in the field of organizational behavior. The experience cube is intended as a tool to plan and manage conversations to communicate more effectively in the moment. It does this by promoting self-awareness to better reduce anxiety and adapt to evolving and uncertain situations.

    How does the experience cube work?

    Using the four elements of the experience cube (Observations, Thoughts, Feelings, and Wants) helps you to separate your experience with the situation from your potential judgements about the situation. This approach removes blame and minimizes defensiveness, facilitating a positive discussion. The goal is to engage in a continuous internal feedback loop that allows you to walk through all four quadrants in the moment to help promote self-awareness. With heightened self-awareness, you may (1) remain curious and ask questions, (2) check-in for understanding and clarification, and (3) build consensus through agreement on shared purpose and next steps.

    Observations: Sensory data (information you take in through your senses), primarily what you see and hear. What a video camera would record.

    Thoughts: The meaning you add to your observations (i.e. the way you make sense of them, including your beliefs, expectations, assumptions, judgments, values, and principles). We call this the "story you make up."

    Feelings: Your emotional or physiological response to the thoughts and observations. Feelings words such as sad, mad, glad, scared, or a description of what is happening in your body.

    Wants: Clear description of the outcome you seek. Wants go deeper than a simple request for action. Once you clearly state what you want, there may be different ways to achieve it.

    Go to this link to explore more: Experience Cube

    Research Contributors and Experts

    Photo of Joanne Lee
    Joanne Lee
    Principal, Research Director, CIO Advisory
    Info-Tech Research Group

    Joanne is a professional executive with over twenty-five years of experience in digital technology and management consulting spanning healthcare, government, municipal, and commercial sectors across Canada and globally. She has successfully led several large, complex digital and business transformation programs. A consummate strategist, her expertise spans digital and technology strategy, organizational redesign, large complex digital and business transformation, governance, process redesign, and PPM. Prior to joining Info-Tech Research Group, Joanne was a Director with KPMG's CIO Advisory management consulting services and the Digital Health practice lead for Western Canada. She brings a practical and evidence-based approach to complex problems enabled by technology.

    Joanne holds a Master's degree in Business and Health Policy from the University of Toronto and a Bachelor of Science (Nursing) from the University of British Columbia.



    Photo of Gord Harrison
    Gord Harrison
    Senior Vice President, Research and Advisory
    Info-Tech Research Group

    Gord Harrison, SVP, Research and Consulting, has been with Info-Tech Research Group since 2002. In that time, Gord leveraged his experience as the company's CIO, VP Research Operations, and SVP Research to bring the consulting and research teams together under his current role, and to further develop Info-Tech's practical, tactical, and value-oriented research product to the benefit of both organizations.

    Prior to Info-Tech, Gord was an IT consultant for many years with a focus on business analysis, software development, technical architecture, and project management. His background of educational game software development, and later, insurance industry application development gave him a well-rounded foundation in many IT topics. Gord prides himself on bringing order out of chaos and his customer-first, early value agile philosophy keeps him focused on delivering exceptional experiences to our customers.



    Photo of Angela Diop
    Angela Diop
    Senior Director, Executive Services
    Info-Tech Research Group

    Angela has over twenty-five years of experience in healthcare, as both a healthcare provider and IT professional. She has spent over fifteen years leading technology departments and implementing, integrating, managing, and optimizing patient-facing and clinical information systems. She believes that a key to a healthcare organization's ability to optimize health information systems and infrastructure is to break the silos that exist in healthcare organizations.

    Prior to joining Info-Tech, Angela was the Vice President of Information Services with Unity Health Care. She has demonstrated leadership and success in this area by fostering environments where business and IT collaborate to create systems and governance that are critical to providing patient care and sustaining organizational health.

    Angela has a Bachelor of Science in Systems Engineering and Design from the University of Illinois and a Doctorate of Naturopathic Medicine from Bastyr University. She is a Certified CIO with the College of Healthcare Information Management Executives. She is a two-time Health Information Systems Society (HIMSS) Davies winner.



    Photo of Edison Barreto
    Edison Barreto
    Senior Director, Executive Services
    Info-Tech Research Group

    Edison is a dynamic technology leader with experience growing different enterprises and changing IT through creating fast-paced organizations with cultural, modernization, and digital transformation initiatives. He is well versed in creating IT and business cross-functional leadership teams to align business goals with IT modernization and revenue growth. Over twenty-five years of Gaming, Hospitality, Retail, and F&B experience has given him a unique perspective on guiding and coaching the creation of IT department roadmaps to focus on business needs and execute successful changes.

    Edison has broad business sector experience, including:
    Hospitality, Gaming, Sports and Entertainment, IT policy and oversight, IT modernization, Cloud first programs, R&D, PCI, GRDP, Regulatory oversight, Mergers acquisitions and divestitures.



    Photo of Mike Tweedie
    Mike Tweedie
    Practice Lead, CIO Strategy
    Info-Tech Research Group

    Michael Tweedie is the Practice Lead, CIO – IT Strategy at Info-Tech Research Group, specializing in creating and delivering client-driven, project-based, practical research, and advisory. He brings more than twenty-five years of experience in technology and IT services as well as success in large enterprise digital transformations.

    Prior to joining Info-Tech, Mike was responsible for technology at ADP Canada. In that role, Mike led several large transformation projects that covered core infrastructure, applications, and services and worked closely with and aligned vendors and partners. The results were seamless and transparent migrations to current services, like public cloud, and a completely revamped end-user landscape that allowed for and supported a fully remote workforce.

    Prior to ADP, Mike was the North American Head of Engineering and Service Offerings for a large French IT services firm, with a focus on cloud adoption and complex ERP deployment and management; he managed large, diverse global teams and had responsibilities for end-to-end P&L management.

    Mike holds a Bachelor's degree in Architecture from Ryerson University.



    Photo of Carlene McCubbin
    Carlene McCubbin
    Practice Lead, People and Leadership
    Info-Tech Research Group

    Carlene McCubbin is a Research Lead for the CIO Advisory Practice at Info-Tech Research Group covering key topics in operating models & design, governance, and human capital development.

    During her tenure at Info-Tech, Carlene has led the development of Info-Tech's Organization and Leadership practice and worked with multiple clients to leverage the methodologies by creating custom programs to fit each organization's needs.

    Before joining Info-Tech, Carlene received her Master of Communications Management from McGill University, where she studied development of internal and external communications, government relations, and change management. Her education honed her abilities in rigorous research, data analysis, writing, and understanding the organization holistically, which has served her well in the business IT world.



    Photo of Anubhav Sharma
    Anubhav Sharma
    Research Director, CIO Strategy
    Info-Tech Research Group

    Anubhav is a digital strategy and execution professional with extensive experience in leading large-scale transformation mandates for organizations both in North America and globally, including defining digital strategies for leading banks and spearheading a large-scale transformation project for a global logistics pioneer across ten countries. Prior to joining Info-Tech Research Group, he held several industry and consulting positions in Fortune 500 companies driving their business and technology strategies. In 2023, he was recognized as a "Top 50 Digital Innovator in Banking" by industry peers.

    Anubhav holds an MBA in Strategy from HEC Paris, a Master's degree in Finance from IIT-Delhi, and a Bachelor's degree in Engineering.



    Photo of Kim Osborne-Rodriguez
    Kim Osborne-Rodriguez
    Research Director, CIO Strategy
    Info-Tech Research Group

    Kim is a professional engineer and Registered Communications Distribution Designer (RCDD) with over a decade of experience in management and engineering consulting spanning healthcare, higher education, and commercial sectors. She has worked on some of the largest hospital construction projects in Canada, from early visioning and IT strategy through to design, specifications, and construction administration. She brings a practical and evidence-based approach to digital transformation, with a track record of supporting successful implementations.

    Kim holds a Bachelor's degree in Mechatronics Engineering from University of Waterloo.



    Photo of Amanda Mathieson
    Amanda Mathieson
    Research Director, People and Leadership
    Info-Tech Research Group

    Amanda joined Info-Tech Research Group in 2019 and brings twenty years of expertise working in Canada, the US, and globally. Her expertise in leadership development, organizational change management, and performance and talent management comes from her experience in various industries spanning pharmaceutical, retail insurance, and financial services. She takes a practical, experiential approach to people and leadership development that is grounded in adult learning methodologies and leadership theory. She is passionate about identifying and developing potential talent, as well as ensuring the success of leaders as they transition into more senior roles.

    Amanda has a Bachelor of Commerce degree and Master of Arts in Organization and Leadership Development from Fielding Graduate University, as well as a post-graduate diploma in Adult Learning Methodologies from St. Francis Xavier University. She also has certifications in Emotional Intelligence – EQ-i 2.0 & 360, Prosci ADKAR® Change Management, and Myers-Briggs Type Indicator Step I and II.

    Bibliography

    Bacey, Christopher. "KPMG/Harvey Nash CIO Survey finds most organizations lack enterprise-wide digital strategy." Harvey Nash/KPMG CIO Survey. Accessed Jan. 6, 2023. KPMG News Perspective - KPMG.us.com

    Calvert, Wu-Pong Susanna. "The Importance of Rapport. Five tips for creating conversational reciprocity." Psychology Today Magazine. June 30, 2022. Accessed Feb. 10, 2023. psychologytoday.com/blog

    Coaches Council. "14 Ways to Build More Meaningful Professional Relationships." Forbes Magazine. September 16, 2020. Accessed Feb. 20, 2023. forbes.com/forbescoachescouncil

    Council members. "How to Build Authentic Business Relationships." Forbes Magazine. June 15, 2021. Accessed Jan. 15, 2023. Forbes.com/business council

    Deloitte. "Chief Information Officer (CIO) Labs. Transform and advance the role of the CIO." The CIO program. Accessed Feb. 5, 2021.

    Dharsarathy, Anusha et al. "The CIO challenge: Modern business needs a new kind of tech leader." McKinsey and Company. January 27, 2020. Accessed Feb 2023. Mckinsey.com

    DiSC profile. "What is DiSC?" DiSC Profile Website. Accessed Feb. 5, 2023. discprofile.com

    FIRO Assessment. "Better working relationships". Myers Brigg Website. Resource document downloaded Feb. 10, 2023. myersbriggs.com/article

    Fripp, Patricia. "Frippicisms." Website. Accessed Feb. 25, 2023. fripp.com

    Grossman, Rhys. "The Rise of the Chief Digital Officer." Russell Reynolds Insights, January 1, 2012. Accessed Jan. 5, 2023. Rise of the Chief Digital Officer - russellreynolds.com

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    Kambil, Ajit. "Navigating the C-suite: Managing Stakeholder Relationships." Deloitte Article. March 8, 2017. Accessed Feb. 19, 2023. www2.deloitte.com/insights

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    Develop an IT Asset Management Strategy

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    You have a mandate to create an accurate and actionable database of the IT assets in your environment, but:

    • The data you have is often incomplete or wrong.
    • Processes are broken or non-existent.
    • Your tools aren’t up to the task of tracking ever more hardware, software, and relevant metadata.
    • The role of stakeholders outside the core ITAM team isn’t well defined or understood.

    Our Advice

    Critical Insight

    ITAM is a foundational IT service that provides accurate, accessible, actionable data on IT assets. But there’s no value in data for data’s sake. Enable collaboration between IT asset managers, business leaders, and IT leaders to develop an ITAM strategy that maximizes the value they can deliver as service providers.

    Impact and Result

    • Develop an approach and strategy for ITAM that is sustainable and aligned with your business priorities.
    • Clarify the structure for the ITAM program, including scope, responsibility and accountability, centralization vs. decentralization, outsourcing vs. insourcing, and more.
    • Create a practical roadmap to guide improvement.
    • Summarize your strategy and approach using Info-Tech’s templates for review with stakeholders.

    Develop an IT Asset Management Strategy Research & Tools

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

    1. Develop an IT Asset Management Strategy – A methodology to create a business-aligned, coherent, and durable approach to ITAM.

    This two-phase, step-by-step methodology will guide you through the activities to build a business-aligned, coherent, and durable approach to ITAM. Review the executive brief at the start of the slide deck for an overview of the methodology and the value it can provide to your organization.

    • Develop an IT Asset Management Strategy – Phases 1-2

    2. ITAM Strategy Template – A presentation-ready repository for the work done as you define your ITAM approach.

    Use this template to document your IT asset management strategy and approach.

    • ITAM Strategy Template

    3. IT Asset Estimations Tracker – A rough-and-ready inventory exercise to help you evaluate the work ahead of you.

    Use this tool to estimate key data points related to your IT asset estate, as well as your confidence in your estimates.

    • IT Asset Estimations Tracker

    Infographic

    Workshop: Develop an IT Asset Management 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 ITAM Priorities & Goals, Maturity, Metrics and KPIs

    The Purpose

    Align key stakeholders to the potential strategic value of the IT asset management practice.

    Ensure the ITAM practice is focused on business-aligned goals.

    Key Benefits Achieved

    Define a business-aligned direction and expected outcomes for your ITAM program.

    Activities

    1.1 Brainstorm ITAM opportunities and challenges.

    1.2 Conduct an executive alignment working session.

    1.3 Set ITAM priorities, goals and tactics.

    1.4 Identify target and current state ITAM maturity.

    Outputs

    ITAM opportunities and challenges

    Align executive priorities with ITAM opportunities.

    ITAM metrics and KPIs

    ITAM maturity

    2 Identify Your Approach to Support ITAM Priorities and Goals

    The Purpose

    Translate goals into specific and coherent actions to enable your ITAM practice to deliver business value.

    Key Benefits Achieved

    A business-aligned approach to ITAM, encompassing scope, structure, tools, audits, budgets, documentation and more.

    A high-level roadmap to achieve your vision for the ITAM practice.

    Activities

    2.1 Define ITAM scope.

    2.2 Acquire ITAM services (outsourcing and contracting).

    2.3 Centralize or decentralize ITAM capabilities.

    2.4 Create a RACI for the ITAM practice.

    2.5 Align ITAM with other service management practices.

    2.6 Evaluate ITAM tools and integrations.

    2.7 Create a plan for internal and external audits.

    2.8 Improve your budget processes.

    2.9 Establish a documentation framework.

    2.10 Create a roadmap and communication plan.

    Outputs

    Your ITAM approach

    ITAM roadmap and communication plan

    Further reading

    Develop an IT Asset Management Strategy

    Define your business-aligned approach to ITAM.

    Table of Contents

    4 Analyst Perspective

    5 Executive Summary

    17 Phase 1: Establish Business-Aligned ITAM Goals and Priorities

    59 Phase 2: Support ITAM Goals and Priorities

    116 Bibliography

    Develop an IT Asset Management Strategy

    Define your business-aligned approach to ITAM.

    EXECUTIVE BRIEF

    Analyst Perspective

    Track hardware and software. Seems easy, right?

    It’s often taken for granted that IT can easily and accurately provide definitive answers to questions like “how many laptops do we have at Site 1?” or “do we have the right number of SQL licenses?” or “how much do we need to budget for device replacements next year?” After all, don’t we know what we have?

    IT can’t easily provide these answers because to do so you must track hardware and software throughout its lifecycle – which is not easy. And unfortunately, you often need to respond to these questions on very short notice because of an audit or to support a budgeting exercise.

    IT Asset Management (ITAM) is the solution. It’s not a new solution – the discipline has been around for decades. But the key to success is to deploy the practice in a way that is sustainable, right-sized, and maximizes value.

    Use our practical methodology to develop and document your approach to ITAM that is aligned with the goals of your organization.

    Photo of Andrew Sharp, Research Director, Infrastructure & Operations Practice, Info-Tech Research Group.

    Andrew Sharp
    Research Director
    Infrastructure & Operations Practice
    Info-Tech Research Group

    Realize the value of asset management

    Cost optimization, application rationalization and reduction of technical debt are all considered valuable to right-size spending and improve service outcomes. Without access to accurate data, these activities require significant investments of time and effort, starting with creation of point-in-time inventories, which lengthens the timeline to reaching project value and may still not be accurate.

    Cost optimization and reduction of technical debt should be part of your culture and technical roadmap rather than one-off projects. Why? Access to accurate information enables the organization to quickly make decisions and pivot plans as needed. Through asset management, ongoing harvest and redeployment of assets improves utilization-to-spend ratios. We would never see any organization saying, “We’ve closed our year end books, let’s fire the accountants,” but often see this valuable service relegated to the back burner. Similar to the philosophy that “the best time to plant a tree is 20 years ago and the next best time is now,” the sooner you can start to collect, validate, and analyze data, the sooner you will find value in it.

    Photo of Sandi Conrad, Principal Research Director, Infrastructure & Operations Practice, Info-Tech Research Group.

    Sandi Conrad
    Principal Research Director
    Infrastructure & Operations Practice
    Info-Tech Research Group

    Executive Summary

    Your Challenge

    You have a mandate to create an accurate and actionable database of the IT assets in your environment, but:

    • The data you have is often incomplete or wrong.
    • Processes are broken or non-existent.
    • Your tools aren’t up to the task of tracking ever more hardware, software, and relevant metadata.
    • The role of stakeholders outside the core ITAM team isn’t well defined or understood.
    Common Obstacles

    It is challenging to make needed changes because:

    • There’s cultural resistance to asset tracking, it’s seen as busywork that doesn’t clearly create value.
    • Decentralized IT teams aren’t generating the data required to track hardware and licenses.
    • ITAM can’t direct needed tool improvements because the admins don’t report to ITAM.
    • It’s hard to find time to improve processes given the day-to-day demands on your time.
    Info-Tech’s Approach
    • Develop an approach and strategy for ITAM that is sustainable and aligned with your business priorities.
    • Clarify the structure for the ITAM program, including scope, responsibility and accountability, centralization vs. decentralization, outsourcing vs. insourcing, and more.
    • Create a practical roadmap to guide improvement.
    • Summarize your strategy and approach using Info-Tech’s templates for review with stakeholders.

    Info-Tech Insight

    ITAM is a foundational IT service that provides accurate, accessible, actionable data on IT assets. But there’s no value in data for data’s sake. Enable collaboration between IT asset managers, business leaders, and IT leaders to develop an ITAM strategy that maximizes the value they can deliver as service providers.

    Unlock business value with IT asset management

    • IT asset management (ITAM) is the practice of maintaining accurate, accessible, and actionable data on the assets within the organization’s IT estate. Each IT asset will have a record that tracks it across its lifecycle from purchase to disposal.
    • ITAM’s value is realized through other processes and practice areas that can leverage ITAM data to manage risk, improve IT services, and control costs.
    • Develop an approach to ITAM that maximizes the value delivered to the business and IT. ITAM succeeds when its partners succeed at delivering business value, and it fails when it doesn’t show value to those partners.

    This blueprint will help you develop your approach for the management of IT hardware and software, including cloud services. Leverage other Info-Tech methodologies to dive directly into developing hardware asset management procedures, software asset management procedures, or to implement configuration management best practices.

    Info-Tech Members report significant savings from implementing our hardware and software asset management frameworks. In order to maximize value from the process-focused methodologies below, develop your ITAM strategy first.

    Implement Hardware Asset Management (Based on Info-Tech Measured Value Surveys results from clients working through these blueprints, as of February 2022.)

    9.6/10

    $23k

    32

    Overall Impact Average $ Saved Average Days Saved
    Implement Software Asset Management (Based on Info-Tech Measured Value Surveys results from clients working through these blueprints, as of February 2022.)

    9.0/10

    $12k

    5

    Overall Impact Average $ Saved Average Days Saved

    ITAM provides both early and ongoing value

    ITAM isn’t one-and-done. Properly supported, your ITAM practice will deliver up-front value that will help demonstrate the value ongoing ITAM can offer through the maintenance of an accurate, accessible, and actionable ITAM database.

    Example: Software Savings from ITAM



    This chart shows the money saved between the first quote and the final price for software and maintenance by a five-person ITAM team. Over a year and a half, they saved their organization a total of $7.5 million from a first quote total of $21 million over that period.

    This is a perfect example of the direct value that ITAM can provide on an ongoing basis to the organization, when properly supported and integrated with IT and the business.

    Examples of up-front value delivered in the first year of the ITAM practice:

    • Save money by reviewing and renegotiating critical, high-spend, and undermanaged software and service contracts.
    • Redeploy or dispose of clearly unused hardware and software.
    • Develop and enforce standards for basic hardware and software.
    • Improve ITAM data quality and build trust in the results.

    Examples of long-term value from ongoing governance, management, and operational ITAM activities:

    • Optimize spend: Reallocate unused hardware and software, end unneeded service agreements, and manage renewals and audits.
    • Reduce risk: Provide comprehensive asset data for security controls development and incident management; manage equipment disposal.
    • Improve IT service: Support incident, problem, request, and change management with ITAM data. Develop new solutions with an understanding of what you have already.

    Common obstacles

    The rulebook is available, but hard to follow
    • ITAM takes a village, but stakeholders aren’t aware of their role. ITAM processes rely on technicians to update asset records, vendors to supply asset data, administrators to manage tools, leadership to provide direction and support, and more.
    • Constant change in the IT and business environment undermines the accuracy of ITAM records (e.g. licensing and contract changes, technology changes that break discovery tools, personnel and organizational changes).
    • Improvement efforts are overwhelmed by day-to-day activities. One study found that 83% of SAM teams’ time is consumed by audit-related activities. (Flexera State of ITAM Report 2022) A lack of improvement becomes a vicious cycle when stakeholders who don’t see the value of ITAM decline to dedicate resources for improvement.
    • Stakeholders expect ITAM tools to be a cure-all, but even at their best, they can’t provide needed answers without some level of configuration, manual input, and supervision.
    • There’s often a struggle to connect ITAM to value. For example, respondents to Info-Tech’s Management & Governance Diagnostic consistently rank ITAM as less important than other processes that ITAM directly supports (e.g. budget management and budget optimization). (Info-Tech MGD Diagnostic (n=972 unique organizations))
    ITAM is a mature discipline with well-established standards, certifications, and tools, but we still struggle with it.
    • Only 28% of SAM teams track IaaS and PaaS spend, and only 35% of SAM teams track SaaS usage.
    • Increasing SAM maturity is a challenge for 76% of organizations.
    • 10% of organizations surveyed have spent more than $5 million in the last three years in audit penalties and true-ups.
    • Half of all of organizations lack a viable SAM tool.
    • Seventy percent of SAM teams have a shortfall of qualified resources.
    • (Flexera State of ITAM Report 2022)

    Info-Tech's IT Asset Management Framework (ITAM)

    Adopt, manage, and mature activities to enable business value thorugh actionable, accessible, and accurate ITAM data

    Logo for Info-Tech Research Group. Enable Business Value Logo for #iTRG.
    Business-Aligned Spend
    Optimization and Transparency
    Facilitate IT Services
    and Products
    Actionable, Accessible,
    and Accurate Data
    Context-Aware Risk Management
    and Security Controls

    Plan & Govern

    Business Goals, Risks, and Structure
    • ITAM Goals & Priorities
    • Roles, Accountability, Responsibilities
    • Scope
    Ongoing Management Commitment
    • Resourcing & Funding
    • Policies & Enforcement
    • Continuous Improvement
    Culture
    • ITAM Education, Awareness & Training
    • Organizational Change Management
    Section title 'Operate' with a cycle surrounding key components of Operate: 'Data Collection & Validation', 'Tool Administration', 'License Management', and 'Lease Management'. The cycle consists of 'Request', 'Procure', 'Receive', 'Deploy', 'Manage', 'Retire & Dispose', and back to 'Request'.

    Build & Manage

    Tools & Data
    • ITAM Tool Selection & Deployment
    • Configuration Management Synchronization
    • IT Service Management Integration
    Process
    • Process Management
    • Data & Process Audits
    • Document Management
    People, Policies, and Providers
    • Stakeholder Management
    • Technology Standardization
    • Vendor & Contract Management

    Info-Tech Insight

    ITAM is a foundational IT service that provides actionable, accessible, and accurate data on IT assets. But there's no value in data for data's sake. Use this methodology to enable collaboration between ITAM, the business, and IT to develop an approach to ITAM that maximizes the value the ITAM team can deliver as service providers.

    Key deliverable

    IT asset management requires ongoing practice – you can’t just implement it and walk away.

    Our methodology will help you build a business-aligned strategy and approach for your ITAM practice with the following outputs:

    • Business-aligned ITAM priorities, opportunities, and goals.
    • Current and target state ITAM maturity.
    • Metrics and KPIs.
    • Roles, responsibilities, and accountability.
    • Insourcing, outsourcing, and (de)centralization.
    • Tools and technology.
    • A documentation framework.
    • Initiatives, a roadmap, and a communication plan.
    Each step of this blueprint is designed to help you create your IT asset management strategy:
    Sample of Info-Tech's key deliverable 'IT Asset Management' blueprint.

    Info-Tech’s methodology to develop an IT asset management strategy

    1. Establish business-aligned ITAM goals and priorities 2. Identify your approach to support ITAM priorities and goals
    Phase Steps
    • 1.1 Define ITAM and brainstorm opportunities and challenges.
    • Executive Alignment Working Session:
    • 1.2 Review organizational priorities, strategy, and key initiatives.
    • 1.3 Align executive priorities with ITAM opportunities and priorities.
    • 1.4 Identify business-aligned ITAM goals and target maturity.
    • 1.5 Write mission and vision statements.
    • 1.6 Define ITAM metrics and KPIs.
    • 2.1 Define ITAM scope.
    • 2.2 Acquire ITAM services (outsourcing and contracting).
    • 2.3 Centralize or decentralize ITAM capabilities.
    • 2.4 Create a RACI for the ITAM practice.
    • 2.5 Align ITAM with other service management practices.
    • 2.6 Evaluate ITAM tools and integrations.
    • 2.7 Create a plan for internal and external audits.
    • 2.8 Improve your budget processes.
    • 2.9 Establish a documentation framework.
    • 2.10 Create a roadmap and communication plan.
    Phase Outcomes Defined, business-aligned goals and priorities for ITAM. Establish an approach to achieving ITAM goals and priorities including scope, structure, tools, service management integrations, documentation, and more.
    Project Outcomes Develop an approach and strategy for ITAM that is sustainable and aligned with your business priorities.

    Insight Summary

    There’s no value in data for data’s sake

    ITAM is a foundational IT service that provides accurate, accessible, actionable data on IT assets. Enable collaboration between IT asset managers, business leaders, and IT leaders to develop an approach to ITAM that maximizes the value they can deliver as service providers.

    Service provider to a service provider

    ITAM is often viewed (when it’s viewed at all) as a low-value administrative task that doesn’t directly drive business value. This can make it challenging to build a case for funding and resources.

    Your ITAM strategy is a critical component to help you define how ITAM can best deliver value to your organization, and to stop creating data for the sake of data or just to fight the next fire.

    Collaboration over order-taking

    To align ITAM practices to deliver organizational value, you need a very clear understanding of the organization’s goals – both in the moment and as they change over time.

    Ensure your ITAM team has clear line of sight to business strategy, objectives, and decision-makers, so you can continue to deliver value as priorities change

    Embrace dotted lines

    ITAM teams rely heavily on staff, systems, and data beyond their direct area of control. Identify how you will influence key stakeholders, including technicians, administrators, and business partners.

    Help them understand how ITAM success relies on their support, and highlight how their contributions have created organizational value to encourage ongoing support.

    Project benefits

    Benefits for IT
    • Set a foundation and direction for an ITAM practice that will allow IT to manage risk, optimize spend, and enhance services in line with business requirements.
    • Establish accountability and responsibility for essential ITAM activities. Decide where to centralize or decentralize accountability and authority. Identify where outsourcing could add value.
    • Create a roadmap with concrete, practical next steps to develop an effective, right-sized ITAM practice.
    Stock image of a trophy. Benefits for the business
    • Plan and control technology spend with confidence based on trustworthy ITAM data.
    • Enhance IT’s ability to rapidly and effectively support new priorities and launch new projects. Effective ITAM can support more streamlined procurement, deployment, and management of assets.
    • Implement security controls that reflect your total technology footprint. Reduce the risk that a forgotten device or unmanaged software turns your organization into the next Colonial Pipeline.

    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 around 12 calls over the course of 6 months.

    What does a typical GI on this topic look like?

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

    Call #2: Review business priorities.

    Call #3: Identify ITAM goals & target maturity.

    Call #4: Identify metrics and KPIs. Call #5: Define ITAM scope.

    Call #6: Acquire ITAM services.

    Call #7: ITAM structure and RACI.

    Call #8: ITAM and service management.

    Tools and integrations.

    Call #10: Internal and external audits.

    Call #11: Budgets & documentation

    Call #12: Roadmap, comms plan. Wrap-up.

    Phase 1 Phase 2

    Workshop Overview

    Contact your account representative for more information.
    workshops@infotech.com1-888-670-8889
    Day 1 Day 2 Day 3 Day 4 Day 5
    Identify ITAM priorities & goals, maturity, metrics and KPIs
    Identify your approach to support ITAM priorities and goals
    Next Steps and wrap-Up (offsite)
    Activities

    1.1 Define ITAM.

    1.2 Brainstorm ITAM opportunities and challenges.

    Conduct an executive alignment working session:

    1.3 Review organizational priorities, strategy, and key initiatives.

    1.4 Align executive priorities with ITAM opportunities.

    1.5 Set ITAM priorities.

    2.1 Translate opportunities into ITAM goals and tactics.

    2.2 Identify target and current state ITAM maturity.

    2.3 Create mission and vision statements.

    2.4 Identify key ITAM metrics and KPIs.

    3.1 Define ITAM scope.

    3.2 Acquire ITAM services (outsourcing and contracting)

    3.3 Centralize or decentralize ITAM capabilities.

    3.4 Create a RACI for the ITAM practice.

    3.5 Align ITAM with other service management practices.

    3.6 Evaluate ITAM tools and integrations.

    4.1 Create a plan for internal and external audits.

    4.2 Improve your budget processes.

    4.3 Establish a documentation framework and identify documentation gaps.

    4.4 Create a roadmap and 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. ITAM opportunities and challenges.
    2. Align executive priorities with ITAM opportunities.
    3. Set ITAM priorities.
    1. ITAM goals and tactics.
    2. Current and target ITAM maturity.
    3. Mission and vision statements.
    4. ITAM metrics and KPIs.
    1. Decisions that will shape your ITAM approach, including:
      1. What’s in scope (hardware, software, and cloud services).
      2. Where to centralize, decentralize, or outsource ITAM activities.
      3. Accountability, responsibility, and structure for ITAM activities.
      4. Service management alignment, tooling gaps, audit plans, budget processes, and required documentation.
    2. A roadmap and communication plan.
    1. Your completed ITAM strategy template.
    Develop an IT Asset Management Strategy

    Phase 1:

    Establish business-aligned ITAM goals and priorities

    Phase 1

    1.1 Define ITAM and brainstorm opportunities and challenges.

    Executive Alignment Working Session:

    1.2 Review organizational priorities, strategy, and key initiatives.

    1.3 Align executive priorities with ITAM opportunities & priorities.

    1.4 Identify business-aligned ITAM goals and target maturity.

    1.5 Write mission and vision statements.

    1.6 Define ITAM metrics and KPIs.

    Phase 2

    2.1 Define ITAM scope.

    2.2 Acquire ITAM services (outsourcing and contracting).

    2.3 Centralize or decentralize ITAM capabilities.

    2.4 Create a RACI for the ITAM practice.

    2.5 Align ITAM with other service management practices.

    2.6 Evaluate ITAM tools and integrations.

    2.7 Create a plan for internal and external audits.

    2.8 Improve your budget processes.

    2.9 Establish a documentation framework.

    2.10 Create a roadmap and communication plan.

    Phase Outcomes:

    Defined, business-aligned goals, priorities, and KPIs for ITAM. A concise vision and mission statement. The direction you need to establish a practical, right-sized, effective approach to ITAM for your organization.

    Before you get started

    Set yourself up for success with these three steps:
    • This methodology and the related slides are intended to be executed via intensive, collaborative working sessions using the rest of this slide deck.
    • Ensure the working sessions are a success by working through these steps before you start work on your IT asset management strategy.

    1. Identify participants

    Review recommended roles and identify who should participate in the development of your ITAM strategy.

    2. Estimate assets managed today

    Work through an initial assessment to establish ease of access to ITAM data and your level of trust in the data available to you.

    3. Create a working folder

    Create a repository to house your notes and any work in progress, including your copy of the ITAM Strategy Template.

    0.1 Identify participants

    30 minutes

    Output: List of key roles for the strategy exercises outlined in this methodology

    Participants: Project sponsor, Lead facilitator, ITAM manager and SMEs

    This methodology relies on having the right stakeholders in the room to identify ITAM goals, challenges, roles, structure, and more. On each activity slide in this deck, you’ll see an outline of the recommended participants. Use the table below to translate the recommended roles into specific people in your organization. Note that some people may fill multiple roles.

    Role Expectations People
    Project Sponsor Accountable for the overall success of the methodology. Ideally, participates in all exercises in this methodology. May be the asset manager or whoever they report to. Jake Long
    Lead Facilitator Leads, schedules, and manages all working sessions. Guides discussions and ensures activity outputs are completed. Owns and understands the methodology. Has a working knowledge of ITAM. Robert Loblaw
    Asset Manager(s) SME for the ITAM practice. Provides strategic direction to mature ITAM practices in line with organizational goals. Supports the facilitator. Eve Maldonado
    ITAM Team Hands-on ITAM professionals and SMEs. Includes the asset manager. Provide input on tactical ITAM opportunities and challenges. Bruce Wayne, Clark Kent
    IT Leaders & Managers Leaders of key stakeholder groups from across the IT department – the CIO and direct reports. Provide input on what IT needs from ITAM, and the role their teams should play in ITAM activities. May include delegates, particularly those familiar with day-to-day processes relevant to a particular discussion or exercise. Marcelina Hardy, Edmund Broughton
    ITAM Business Partners Non-IT business stakeholders for ITAM. This could include procurement, vendor management, accounting, and others. Zhang Jin, Effie Lamont
    Business Executives Organizational leaders and executives (CFO, COO, CEO, and others) or their delegates. Will participate in a mini-workshop to identify organizational goals and initiatives that can present opportunities for the ITAM practice. Jermaine Mandar, Miranda Kosuth

    0.2 Estimate asset numbers

    1 hour

    Output: Estimates of quantity and spend related to IT assets, Confidence/margin of error on estimates

    Participants: IT asset manager, ITAM team

    What do you know about your current IT environment, and how confident are you in that knowledge?

    This exercise will help you evaluate the size of the challenge ahead in terms of the raw number of assets in your environment, the spend on those assets, and the level of trust your organization has in the ITAM data.

    It is also a baseline snapshot your ability to relay key ITAM metrics quickly and confidently, so you can measure progress (in terms of greater confidence) over time.

    1. Download the estimation tracker below. Add any additional line items that are particularly important to the organization.
    2. Time-box this exercise to an hour. Use your own knowledge and existing data repositories to identify count/spend for each line item, then add a margin of error to your guess. Larger margins of error on larger counts will typically indicate larger risks.
    3. Track any assumptions, data sources used, or SMEs consulted in the comments.

    Download the IT Asset Estimation Tracker

    “Any time there is doubt about the data and it doesn’t get explained or fixed, then a new spreadsheet is born. Data validation and maintenance is critical to avoid the hidden costs of having bad data”

    Allison Kinnaird,
    Operations Practice Lead,
    Info-Tech Research Group

    0.3 Create a working folder

    15 minutes

    Output: A repository for templates and work in progress

    Participants: Lead facilitator

    Create a central repository for collaboration – it seems like an obvious step, but it’s one that gets forgotten about
    1. Download a copy of the ITAM Strategy Template.
      1. This will be the repository for all the work you do in the activities listed in this blueprint; take a moment to read it through and familiarize yourself with the contents.
    2. House the template in a shared repository that can house other related work in progress. Share this folder with participants so they can check in on your progress.
    3. You’ll see this callout box: Add your results to your copy of the ITAM Strategy Template as you work through activities in this blueprint. Copy the output to the appropriate slide in the ITAM Strategy Template.
    Stock image of a computer screen with a tiny person putting likes on things.

    Collect action items as you go

    Don’t wait until the end to write down your good ideas.
    • The last exercise in this methodology is to gather everything you’ve learned and build a roadmap to improve the ITAM practice.
    • The output of the exercises will inform the roadmap, as they will highlight areas with opportunities for improvement.
    • Write them down as you work through the exercises, or you risk forgetting valuable ideas.
    • Keep an “idea space” – a whiteboard with sticky notes or a shared document – to which any of your participants can post an idea for improvement and that you can review and consolidate later.
    • Encourage participants to add their ideas at any time during the exercises.
    Pad of sticky notes, the top of which reads 'Good ideas go here!'

    Step 1.1: Brainstorm ITAM opportunities and challenges

    Participants

    • Project sponsor and lead facilitator
    • ITAM team
    • IT leaders and managers
    • ITAM business partners

    Outcomes

    • Rally the working group around a collection of ideas that, when taken together, create a vision for the future ITAM practice.
    • Identify your organization’s current ITAM challenges.

    “ITAM is a cultural shift more than a technology shift.” (Rory Canavan, SAM Charter)

    What is an IT Asset?

    Any piece of technology can be considered an asset, but it doesn’t mean you need to track everything. Image of three people building a computer from the inside.
    Icon of a power button.

    According to the ISO 19770 standard on ITAM, an IT Asset is “[an] item, thing, or entity that can be used to acquire, process, store and distribute digital information and has potential or actual value to an organization.”
    These are all things that IT is expected to support and manage, or that have the potential to directly impact services that IT supports and manages.

    Icon of a half-full battery.

    IT assets are distinct from capital assets. Some IT assets will also be capital assets, but not all will be. And not all capital assets are IT assets, either.

    Icon of a microphone.

    IT assets are typically tracked by IT, not by finance or accounting.
    IT needs more from their IT asset tracking system than the typical finance department can deliver.
    This can include end-user devices, software, IT infrastructure, cloud-based resources, third-party managed IT services, Internet-of-Things devices, embedded electronics, SCADA equipment, “smart” devices, and more.

    Icon of a fingerprint.

    It’s important to track IT assets in a way that enables IT to deliver value to the business – and an important part of this is understanding what not to track. This list should be aligned to the needs of your organization.

    What is IT asset management?

    • IT asset management is the practice of maintaining accurate, accessible, and actionable data on IT hardware, software, and cloud assets from procurement to disposal.
    • Trustworthy data maintained by an IT asset management practice will help your business meet its goals by managing risk, controlling costs, and enabling IT services and products.
    • ITAM tends to focus on the asset itself – its technical, financial, contractual, lifecycle, and ownership attributes – rather than its interactions or connections to other IT assets, which tends to be part of configuration management.

    What IT Asset Management is NOT:

    Configuration Management: Configuration management databases (CMDBs) often draw from the same data pool as ITAM (many configuration items are assets, and vice versa), but they focus on the interaction, interconnection, and interoperation of configuration items within the IT estate.

    In practice, many configuration items will be IT assets (or parts of assets) and vice versa. Configuration and asset teams should work closely together as they develop different but complementary views of the IT environment. Use Info-Tech’s methodology to harness configuration management superpowers.

    Organizational Data Management: Leverage a different Info-Tech methodology to develop a digital and data asset management program within Info-Tech’s DAM framework.

    “Asset management’s job is not to save the organization money, it’s not to push back on software audits.

    It’s to keep the asset database as up-to-date and as trustworthy as possible. That’s it.” (Jeremy Boerger, Consultant & Author)

    “You can’t make any real decisions on CMDB data that’s only 60% accurate.

    You start extrapolating that out, you’re going to get into big problems.” (Mike Austin, Founder & CEO, MetrixData 360)

    What is an ITAM strategy?

    Our strategy document will outline a coherent, sustainable, business-aligned approach to ITAM.

    No single approach to ITAM fits all organizations. Nor will the same approach fit the same organization at different times. A world-leading research university, a state government, and a global manufacturer all have very different goals and priorities that will be best supported by different approaches to ITAM.

    This methodology will walk you through these critical decisions that will define your approach to ITAM:

    • Business-aligned priorities, opportunities, and goals: What pressing opportunities and challenges do we face as an organization? What opportunities does this create that ITAM can seize?
    • Current and future state maturity, challenges: What is the state of the practice today? Where do we need to improve to meet our goals? What challenges stand in the way of improvement?
    • Responsibility, accountability, sourcing and (de)centralization: Who does what? Who is accountable? Where is there value to outsourcing? What authority will be centralized or decentralized?
    • Tools, policies, and procedures: What technology do we need? What’s our documentation framework?
    • Initiatives, KPIs, communication plan, and roadmap: What do we need to do, in what order, to build the ITAM practice to where we need it to be? How long do we expect this to take? How will we measure success?

    “A good strategy has coherence, coordinating actions, policies, and resources so as to accomplish an important end. Most organizations, most of the time, don’t have this.

    Instead, they have multiple goals and initiatives that symbolize progress, but no coherent approach to accomplish that progress other than ‘spend more and try harder.’” (Good Strategy, Bad Strategy, Richard Rumelt)

    Enable business value with IT asset management

    If you’ve never experienced a mature ITAM program before, it is almost certainly more rewarding than you’d expect once it’s functioning as intended.

    Each of the below activities can benefit from accessible, actionable, and accurate ITAM data.

    • Which of the activities, practices, and initiatives below have value to your organization?
    • Which could benefit most from ITAM data?
    Manage Risk: Effective ITAM practices provide data and processes that help mitigate the likelihood and impact of potentially damaging IT risks.

    ITAM supports the following practices that help manage organizational risk:

    • Security Controls Development
    • Security Incident Response
    • Security Audit Reports
    • Regulatory Compliance Reports
    • IT Risk Management
    • Technical Debt Management
    • M&A Due Diligence
    Optimize Spend: Asset data is essential to maintaining oversight of IT spend, ensuring that scarce resources are allocated where they can have the most impact.

    ITAM supports these activities that help optimize spend:

    • Vendor Management & Negotiations
    • IT Budget Management & Variance Analysis
    • Asset Utilization Analysis
    • FinOps & Cloud Spend Optimization
    • Showback & Chargeback
    • Software Audit Defense
    • Application Rationalization
    • Contract Consolidation
    • License and Device Reallocation
    Improve IT Services: Asset data can help inform solutions development and can be used by service teams to enhance and improve IT service practices.

    Use ITAM to facilitate these IT services and initiatives:

    • Solution and Enterprise Architecture
    • Service Level Management
    • Technology Procurement
    • Technology Refresh Projects
    • Incident & Problem Management
    • Request Management
    • Change Management
    • Green IT

    1.1 Brainstorm ideas to create a vision for the ITAM practice

    30 minutes

    Input: Stakeholders with a vision of what ITAM could provide, if resourced and funded adequately

    Output: A collection of ideas that, when taken together, create a vision for the future ITAM practice

    Materials: ITAM strategy template, Whiteboard or virtual whiteboard

    Participants: ITAM team, IT leaders and managers, ITAM business partners

    It can be easy to lose sight of long-term goals when you’re stuck in firefighting mode. Let’s get the working group into a forward-looking mindset with this exercise.

    Think about what ITAM could deliver with unlimited time, money, and technology.

    1. Provide three sticky notes to each participant.
    2. Add the headings to a whiteboard, or use a blank slide as a digital whiteboard
    3. On each sticky note, ask participants to outline a single idea as follows:
      1. We could: [idea]
      2. Which would help: [stakeholder]
      3. Because: [outcome]
    4. Ask participants to present their sticky notes and post them to the whiteboard. Ask later participants to group similar ideas together.

    As you hear your peers describe what they hope and expect to achieve with ITAM, a shared vision of what ITAM could be will start to emerge.

    1.1 Identify structural ITAM challenges

    30 minutes

    Input: The list of common challenges on the next slide, Your estimated visibility into IT assets from the previous exercise, The experience and knowledge of your participants

    Output: Identify current ITAM challenges

    Materials: Your working copy of the ITAM Strategy Template

    Participants: ITAM team, IT leaders and managers, ITAM business partners

    What’s standing in the way today of delivering the ITAM practices you want to achieve?

    Review the list of common challenges on the next slide as a group.

    1. Delete any challenges that don’t apply to your organization.
    2. Modify any challenges as required to reflect your organization.
    3. Add further challenges that aren’t on the list, as required.
    4. Highlight challenges that are particularly painful.

    Add your results to your copy of the ITAM Strategy Template

    “The problem – the reason why asset management initiatives keep falling on their face – is that people attack asset management as a problem to solve, instead of a practice and epistemological construct.” (Jeremy Boerger, Consultant & Author)

    1.1 Identify structural ITAM challenges

    Review and update the list of common challenges below to reflect your own organization.

    • Leadership and executives don’t understand the value of asset management and don’t fund or resource it.
    • Tools aren’t fit for purpose, don’t scale, or are broken.
    • There’s a cultural tendency to focus on tools over processes.
    • ITAM data is fragmented across multiple repositories.
    • ITAM data is widely viewed as untrustworthy.
    • Stakeholders respond to vendor audits before consulting ITAM, which leads to confusion and risks penalties.
    • No time for improvement; we’re always fighting fires.
    • We don’t audit our own ITAM data for accuracy.
    • End-user equipment is shared, re-assigned, or disposed without notifying or involving IT.
    • No dedicated resources.
    • Lack of clarity on roles and responsibilities.
    • Technicians don’t track assets consistently; ITAM is seen as administrative busywork.
    • Many ITAM tasks are manual and prone to error.
    • Inconsistent organizational policies and procedures.
    • We try to manage too many hardware types/software titles.
    • IT is not involved in the procurement process.
    • Request and procurement is seen as slow and excessively bureaucratic.
    • Hardware/software standards don’t exist or aren’t enforced.
    • Extensive rogue purchases/shadow IT are challenging to manage via ITAM tools and processes.
    What Else?

    Copy results to your copy of the ITAM Strategy Template

    Step 1.2: Review organizational priorities, strategy, initiatives

    Participants

    • Project sponsor and lead facilitator
    • ITAM team
    • IT leaders and managers
    • Business executives or their delegates

    Outcomes

    • Review organizational priorities and strategy.
    • Identify key initiatives.

    Enter the executives

    Deliver on leadership priorities

    • Your business’ major transformative projects and executive priorities might seem far removed from hardware and software tracking. Why would we start with business strategy and executive priorities as we’re setting goals for the ITAM program?
    • While business executives have (likely) no interest in how software and hardware is tracked, they are accountable for the outcomes ITAM can enable. They are the most likely to understand why and how ITAM can deliver value to the organization.
    • ITAM succeeds by enabling its stakeholders to achieve business outcomes. The next three activities are designed to help you identify how you can enable your stakeholders, and what outcomes are most important from their point of view. Specifically:
      • What are the business’ planned transformational initiatives?
      • What are your highest priority goals?
      • What should the priorities of the ITAM practice be?
    • The answers to these questions will shape your approach to ITAM. Direct input from your leadership and executives – or their delegates – will help ensure you’re setting a solid foundation for your ITAM practice.

    “What outcomes does the organization want from IT asset management? Often, senior managers have a clear vision for the organization and where IT needs to go, and the struggle is to communicate that down.” (Kylie Fowler, ITAM Intelligence)

    Stock image of many hands with different puzzle pieces.

    Executive Alignment Session Overview

    ITAM Strategy Working Sessions

    • Discover & Brainstorm
    • Executive Alignment Working Session
      • 1.2 Review organizational strategy, priorities, and key initiatives
      • 1.3 Align executive priorities with ITAM opportunities, set ITAM priorities
    • ITAM Practice Maturity, Vision & Mission, Metrics & KPIs
    • Scope, Outsourcing, (De)Centralization, RACI
    • Service Management Integration
    • ITAM Tools
    • Audits, Budgets, Documents
    • Roadmap & Comms Plan

    A note to the lead facilitator and project sponsor:
    Consider working through these exercises by yourself ahead of time. As you do so, you’ll develop your own ideas about where these discussions may go, which will help you guide the discussion and provide examples to participants.

    1.2 Review organizational strategy and priorities

    30 minutes

    Input: Organizational strategy documents

    Output: A list of prioritized organizational goals, An initial assessment of how ITAM can support these goals

    Materials: The diagram in the next slide, and/or a whiteboard, Your copy of the ITAM Strategy Template

    Participants: Asset manager, IT leadership, Business executives or delegates

    Welcome your group to the working session and outline the next few exercises using the previous slide.

    Ask the most senior leader present to provide a summary of the following:

    1. What is the vision for the organization?
    2. What are our priorities and what must we absolutely get right?
    3. What do we expect the organization to look like in three years?

    The facilitator or a dedicated note-taker should record key points on a whiteboard or flipchart paper.

    1.2 Identify transformational initiatives

    30 minutes

    Input: Organizational strategy documents

    Output: A list of prioritized organizational goals, An initial assessment of how ITAM can support these goals

    Materials: The diagram in the next slide, and/or a whiteboard, Your copy of the ITAM Strategy Template

    Participants: Asset manager, IT leadership, Business executives or delegates

    Ask the most senior leader present to provide a summary of the following: What transformative business and IT initiatives are planned? When will they begin and end?

    Using one box per initiative, draw the initiatives in a timeline like the one below.

    Sample timeline for ITAM initiatives.

    Add your results to your copy of the ITAM Strategy Template

    Step 1.3: Set business-aligned ITAM priorities

    Participants

    • Project sponsor and lead facilitator
    • ITAM team
    • IT leaders and managers
    • Business executives

    Outcomes

    • Connect executive priorities to ITAM opportunities.
    • Set business-aligned priorities for the ITAM practice.

    1.3 Align executive priorities with ITAM opportunities

    45 minutes

    Input: Organizational strategy documents

    Output: A list of prioritized organizational goals, An initial assessment of how ITAM can support these goals

    Materials: The diagram in the next slide, and/or a whiteboard, Your copy of the ITAM Strategy Template

    Participants: Asset manager, IT leaders and managers, Business executives or delegates

    In this exercise, we’ll use the table on the next slide to identify the top priorities of key business and IT stakeholders and connect them to opportunities for the ITAM practice.

    1. Ask your leadership or executive delegates – what are their goals? What are they trying to accomplish? List roles and related goals in the table.
    2. Brainstorm opportunities for IT asset management to support listed goals:
      1. Can ITAM provide an enhanced level of service, access, or insight?
      2. Can ITAM address an existing issue or mitigate an existing risk?

    Add your results to your copy of the ITAM Strategy Template

    1.3 Align executive priorities with ITAM opportunities (example)

    ITAM is for the… Who wants to… Which presents these ITAM opportunities
    CEO Deliver transformative business initiatives Acquire the right tech at the right time to support transformational initiatives.
    Establish a data-driven culture of stewardship Improve data to increase IT spend transparency.
    COO Improve organizational efficiency Increase asset use.
    Consolidate major software contracts to drive discounts.
    CFO Accurately forecast spending Track and anticipate IT asset spending.
    Control spending Improve data to increase IT spend transparency.
    Consolidate major software contracts to drive discounts.
    CIO Demonstrate IT value Use data to tell a story about value delivered by IT assets.
    Govern IT use Improve data to increase IT spend transparency.
    CISO Manage IT security and compliance risks Identify abandoned or out-of-spec IT assets.
    Provide IT asset data to support controls development.
    Respond to security incidents Support security incident teams with IT asset data.
    Apps Leader Build, integrate, and support applications Identify opportunities to retire applications with redundant functionality.
    Connect applications to relevant licensing and support agreements.
    IT Infra Leader Build and support IT infrastructure. Provide input on opportunities to standardize hardware and software.
    Provide IT asset data to technicians supporting end users.

    1.3 Categorize ITAM opportunities

    10-15 minutes

    Input: The outputs from the previous exercise

    Output: Executive priorities, sorted into the three categories at the right

    Materials: The table in this slide, The outputs from the previous exercise

    Participants: Lead facilitator

    Give your participants a quick break. Quickly sort the identified ITAM opportunities into the three main categories below as best you can.

    We’ll use this table as context for the next exercise.

    Example: Optimize Spend Enhance IT Services Manage Risk
    ITAM Opportunities
    • Improve data to increase IT spend transparency.
    • Consolidate major software contracts to drive discounts.
    • Increase asset utilization.
    • Identify opportunities to retire applications with redundant functionality
    • Acquire the right tech at the right time to support transformational initiatives.
    • Provide IT asset data to technicians supporting end users.
    • Identify abandoned or out-of-spec IT assets.
    • Provide IT asset data to support controls development.
    • Support security incident teams with IT asset data.

    Add your results to your copy of the ITAM Strategy Template

    1.3 Set ITAM priorities

    30 minutes

    Input: Organizational strategy documents

    Output: A list of prioritized organizational goals, An initial assessment of how ITAM can support these goals

    Materials: Whiteboard, The template on the next slide, Your copy of the ITAM Strategy Template

    Participants: Asset manager, IT leaders and managers, Business executives or delegates

    The objective of this exercise is to prioritize the outcomes your organization wants to achieve from its ITAM practice, given the context from the previous exercises.

    Review the image below. The three points of the triangle are the three core goals of ITAM: Enhance IT Service, Manage Risk, and Optimize Spend. This exercise was first developed by Kylie Fowler of ITAM Intelligence. It is an essential exercise to understand ITAM priorities and the tradeoffs associated with those priorities. These priorities aren’t set in stone and should be revisited periodically as technology and business priorities change.

    Draw the diagram on the next slide on a whiteboard. Have the most senior leader in the room place the dot on the triangle – the closer it is to any one of the goals, the more important that goal is to the organization. Note: The center of the triangle is off limits! It’s very rarely possible to deliver on all three at once.
    Track notes on what’s being prioritized – and why – in the template on the next slide.
    Triangle with the points labelled 'Enhance IT Service', 'Manage Risk', and 'Optimize Spend'.

    Add your results to your copy of the ITAM Strategy Template

    1.3 Set ITAM Priorities

    The priorities of the ITAM practice are to:
    • Optimize Spend
    • Manage Risk
    Why?
    • We believe there is significant opportunity right now to rationalize spend by consolidating key software contracts.
    • Major acquisitions are anticipated in the near future. Effective ITAM processes are expected to mitigate acquisition risk by supporting due diligence and streamlined integration of acquired organizations.
    • Ransomware and supply chain security threats have increased demands for a comprehensive accounting of IT assets to support security controls development and security incident response.
    (Update this section with notes from your discussion.)
    Triangle with the points labelled 'Enhance IT Service', 'Manage Risk', and 'Optimize Spend'. There is a dot close to the 'Optimize Spend' corner, a legend labelling the dot as 'Our Target', and a note reading 'Move this dot to reflect your priorities'.

    Step 1.4: Identify ITAM goals, target maturity

    Participants

    • Project sponsor and lead facilitator
    • ITAM team
    • IT leaders and managers

    Outcomes

    • Connect executive priorities to ITAM opportunities.
    • Set business-aligned priorities for the ITAM practice.

    “ITAM is really no different from the other ITIL practices: to succeed, you’ll need some ratio of time, treasure, and talent… and you can make up for less of one with more of the other two.” (Jeremy Boerger, Consultant and Author)

    1.4 Identify near- and medium-term goals

    15-30 minutes

    Input: Organizational strategy documents

    Output: A list of prioritized organizational goals, An initial assessment of how ITAM can support these goals

    Materials: The table in this slide, Your copy of the ITAM Strategy Template

    Participants: ITAM team, IT leaders and managers

    Narrow down the list of opportunities to identify specific goals for the ITAM practice.

    1. Use one color to highlight opportunities you will seize in the next year.
    2. Use a second color to highlight opportunities you plan to address in the next three years.
    3. Leave blank anything you don’t intend to address in this timeframe.

    The highlighted opportunities are your near- and medium-term objectives.

    Optimize Spend Enhance IT Services Manage Risk
    Priority Critical Normal High
    ITAM Opportunities
    • Improve data to increase IT spend transparency.
    • Increase asset utilization.
    • Consolidate major software contracts to drive discounts.
    • Identify opportunities to retire applications with redundant functionality
    • Acquire the right tech at the right time to support transformational initiatives.
    • Provide IT asset data to technicians supporting end users.
    • Identify abandoned or out-of-spec IT assets.
    • Provide IT asset data to support controls development.
    • Support security incident teams with IT asset data.

    1.4 Connect ITAM goals to tactics

    30 minutes

    Input: Organizational strategy documents

    Output: A list of prioritized organizational goals, An initial assessment of how ITAM can support these goals

    Materials: The table in this slide, Your copy of the ITAM Strategy Template

    Participants: ITAM team, IT leaders and managers

    Let’s dig down a little deeper. Connect the list of opportunities from earlier to specific ITAM tactics that allow the team to seize those opportunities.

    Add another row to the earlier table for ITAM tactics. Brainstorm tactics with your participants (e.g. sticky notes on a whiteboard) and align them with the priorities they’ll support.

    Optimize SpendEnhance IT ServicesManage Risk
    PriorityCriticalNormalHigh
    ITAM Opportunities
    • Improve data to increase IT spend transparency.
    • Increase asset utilization.
    • Consolidate major software contracts to drive discounts.
    • Identify opportunities to retire applications with redundant functionality
    • Acquire the right tech at the right time to support transformational initiatives.
    • Provide IT asset data to technicians supporting end users.
    • Identify abandoned or out-of-spec IT assets.
    • Provide IT asset data to support controls development.
    • Support security incident teams with IT asset data.
    ITAM Tactics to Seize Opportunities
    • Review and improve hardware budgeting exercises.
    • Reallocate unused licenses, hardware.
    • Ensure ELP reports are up to date.
    • Validate software usage.
    • Data to support software renewal negotiations.
    • Use info from ITAM for more efficient adds, moves, changes.
    • Integrate asset records with the ticket intake system, so that when someone calls the service desk, the list of their assigned equipment is immediately available.
    • Find and retire abandoned devices or services with access to the organization’s network.
    • Report on lost/stolen devices.
    • Develop reliable disposal processes.
    • Report on unpatched devices/software.

    Add your results to your copy of the ITAM Strategy Template

    1.4 Identify current and target state

    20 minutes

    Input: Organizational strategy documents

    Output: A list of prioritized organizational goals, An initial assessment of how ITAM can support these goals

    Materials: The table in this slide, Your copy of the ITAM Strategy Template

    Participants: ITAM team, IT leaders and managers

    We’ll use this exercise to identify the current and one-year target state of ITAM using Info-Tech’s ITAM maturity framework.

    1. Review the maturity framework on the next slide as a group.
    2. In one color, highlight statements that reflect your organization today. Summarize your current state. Are you in firefighter mode? Between “firefighter” and “trusted operator”?
    3. In a second color, highlight statements that reflect where you want to be one year from today, taking into consideration the goals and tactics identified in the last exercise.
    4. During a break, copy the highlighted statements to the table on the slide after next, then add this final slide to your working copy of the ITAM Strategy Template.

    Add your results to your copy of the ITAM Strategy Template

    Establish current and target ITAM maturity

    IT maturity ladder with five color-coded levels. Innovator – Optimized Asset Management
    • All items from Business & Technology Partner, plus:
    • Business and IT stakeholders collaborate regularly with the ITAM team to identify new opportunities to leverage or deploy ITAM practices and data to mitigate risks, optimize spend, and improve service. The ITAM program scales with the business.
    Business & Technology Partner – Proactive Asset Management
    • All items from Trusted Operator, plus:
    • The ITAM data is integral to decisions related to budget, project planning, IT architecture, contract renewal, and vendor management. Software and cloud assets are reviewed as frequently as required to manage costs. ITAM data consumers have self-serve access to ITAM data.
    • Continuous improvement practices strengthen ITAM efficiency and effectiveness.
    • ITAM processes, standards, and related policies are regularly reviewed and updated. ITAM teams work closely with SMEs for key tools/systems integrated with ITAM (e.g. AD, ITSM, monitoring tools) to maximize the value and reliability of integrations.
    Trusted Operator – Controls Assets
    • ITAM data for deployed hardware and software is regularly audited for accuracy.
    • Sufficient staff and skills to support asset tracking, including a dedicated IT asset management role. Teams responsible for ITAM data collection cooperate effectively. Policies and procedures are documented and enforced. Key licenses and contracts are available to the ITAM team. Discovery, tracking, and analysis tools support most important use cases.
    Firefighter – Reactive Asset Tracking
    • Data is often untrustworthy, may be fragmented across multiple repositories, and typically requires significant effort to translate or validate before use.
    • Insufficient staff, fragmented or incomplete policies or documentation. Data tracking processes are extremely highly manual. Effective cooperation for ITAM data collection is challenging.
    • ITAM tools are in place, but additional configuration or tooling is needed.
    Unreliable - Struggles to Support
    • No data, or data is typically unusable.
    • No allocated staff, no cooperation between parties responsible for ITAM data collection.
    • No related policies or documentation.
    • Tools are non-existent or not fit-for-purpose.

    Current and target ITAM maturity

    Today:
    Firefighter
    • Data is often untrustworthy, is fragmented across multiple repositories, and typically requires significant effort to translate or validate before use.
    • Insufficient staff, fragmented or incomplete policies or documentation.
    • Tools are non-existent.
    In One Year:
    Trusted Operator
    • ITAM data for deployed hardware and software is regularly audited for accuracy.
    • Sufficient staff and skills to support asset tracking, including a dedicated IT asset management role.
    • Teams responsible for ITAM data collection cooperate effectively.
    • Discovery, tracking, and analysis tools support most important use cases.
    IT maturity ladder with five color-coded levels.

    Innovator – Optimized Asset Management

    Business & Technology Partner – Proactive Asset Management

    Trusted Operator – Controls Assets

    Firefighter – Reactive Asset Tracking

    Unreliable - Struggles to Support

    Step 1.5: Write mission and vision statements

    Participants

    • Project sponsor and lead facilitator
    • ITAM team
    • IT leaders and managers

    Outcomes

    • Write a mission statement that encapsulates the purpose and intentions of the ITAM practice today.
    • Write a vision statement that describes what the ITAM practice aspires to become and achieve.

    Write vision and mission statements

    Create two statements to summarize the role of the ITAM practice today – and where you want it to be in the future.

    Create two short, compelling statements that encapsulate:
    • The vision for what we want the ITAM practice to be in the future; and
    • The mission – the purpose and intentions – of the ITAM practice today.

    Why bother creating mission and vision statements? After all, isn’t it just rehashing or re-writing all the work we’ve just done? Isn’t that (at best) a waste of time?

    There are a few very important reasons to create mission and vision statements:

    • Create a compass that can guide work today and your roadmap for the future.
    • Focus on the few things you must do, rather than the many things you could do.
    • Concisely communicate a compelling vision for the ITAM practice to a larger audience who (let’s face it) probably won’t read the entire ITAM Strategy deck.

    “Brevity is the soul of wit.” (Hamlet, Act 2, Scene 2)

    “Writing is easy. All you have to do is cross out the wrong words.” (Mark Twain)

    1.5 Write an ITAM vision statement

    30 minutes

    Input: Organizational strategy documents

    Output: A list of prioritized organizational goals, An initial assessment of how ITAM can support these goals

    Materials: A whiteboard, Your copy of the ITAM Strategy Template

    Participants: ITAM team, IT Leaders and managers

    Your vision statement describes the ITAM practice as it will be in the far future. It is a target to aspire to, beyond your ability to achieve in the near or medium term.

    Examples of ITAM vision statements:

    Develop the single accurate view of IT assets, available to anyone who needs it.

    Indispensable data brokers that support strategic decisions on the IT environment.

    Provide sticky notes to participants. Write out the three questions below on a whiteboard side by side. Have participants write their answers to the questions and post them below the appropriate question. Give everyone 10 minutes to write and post their ideas.

    1. What’s the desired future state of the ITAM practice?
    2. What needs to be done to achieved this desired state?
    3. How do we want ITAM to be perceived in this desired state?

    Review the answers and combine them into one focused vision statement. Use the 20x20 rule: take no more than 20 minutes and use no more than 20 words. If you’re not finished after 20 minutes, the ITAM manager should make any final edits offline.

    Document your vision statement in your ITAM Strategy Template.

    Add your results to your copy of the ITAM Strategy Template

    1.5 Write an ITAM mission statement

    30 minutes

    Input: Organizational strategy documents

    Output: A list of prioritized organizational goals, An initial assessment of how ITAM can support these goals

    Materials: The table in this slide, Your copy of the ITAM Strategy Template

    Participants: ITAM team, IT leaders and managers

    Your ITAM mission statement is an expression of what your IT asset management function brings to your organization today. It should be presented in straightforward language that is compelling, easy to understand, and sharply focused.

    Examples of ITAM mission statements:

    Maintain accurate, actionable, accessible on data on all IT assets.

    Support IT and the business with centralized and integrated asset data.

    Provide sticky notes to participants. Write out the questions below on a whiteboard side by side. Have participants write their answers to the questions and post them below the appropriate question. Give everyone 10 minutes to write and post their ideas.

    1. What is our role as the asset management team?
    2. How do we support the IT and business strategies?
    3. What does our asset management function offer that no one else can?

    Review the answers and combine them into one focused vision statement. Use the 20x20 rule: take no more than 20 minutes and use no more than 20 words. If you’re not finished after 20 minutes, the ITAM manager should make any final edits offline.

    Document your vision statement in your ITAM Strategy Template.

    Add your results to your copy of the ITAM Strategy Template

    Step 1.6: Define ITAM metrics and KPIs

    Participants

    • Project sponsor and lead facilitator
    • ITAM team
    • IT leaders and managers

    Outcomes

    • Identify metrics, data, or reports that may be of interest to different consumers of ITAM data.
    • Identify the key performance indicators (KPIs) for the ITAM practice, based on the goals and priorities established earlier.

    Navigate a universe of ITAM metrics

    When you have the data, how will you use it?

    • There’s a dizzying array of potential metrics you can develop and track across your ITAM environment.
    • Different stakeholders will need different data feeds, metrics, reports, and dashboards.
    • Different measures will be useful at different times. You will often need to filter or slice the data in different ways (by department, timeframe, equipment type, etc.)
    • We’ll use the next few exercises to identify the types of metrics that may be useful to different stakeholders and the KPIs to measure progress towards ITAM goals and priorities.

    ITAM Metrics

    • Quantity
      e.g. # of devices or licenses
    • Cost
      e.g. average laptop cost
    • Compliance
      e.g. effective license position reports
    • Progress
      e.g. ITAM roadmap items completed
    • Quality
      e.g. ITAM data accuracy rate
    • Time
      e.g. time to procure/ deploy

    Drill down by:

    • Vendor
    • Date
    • Dept.
    • Product
    • Location
    • Cost Center

    Develop different metrics for different teams

    A few examples:

    • CIOs — CIOs need asset data to govern technology use, align to business needs, and demonstrate IT value. What do we need to budget for hardware and software in the next year? Where can we find money to support urgent new initiatives? How many devices and software titles do we manage compared to last year? How has IT helped the business achieve key goals?
    • Asset Managers — Asset managers require data to help them oversee ITAM processes, technology, and staff, and to manage the fleet of IT assets they’re expected to track. What’s the accuracy rate of ITAM data? What’s the state of integrations between ITAM and other systems and processes? How many renewals are coming up in the next 90 days? How many laptops are in stock?
    • IT Leaders — IT managers need data that can support their teams and help them manage the technology within their mandate. What technology needs to be reviewed or retired? What do we actually manage?
    • Technicians — Service desk technicians need real-time access to data on IT assets to support service requests and incident management – for example, easy access to the list of equipment assigned to a particular user or installed in a particular location.
    • Business Managers and Executives — Business managers and executives need concise, readable dashboards to support business decisions about business use of IT assets. What’s our overall asset spend? What’s our forecasted spend? Where could we reallocate spend?

    1.6 Identify useful ITAM metrics and reports

    60 minutes

    Input: Organizational strategy documents

    Output: A list of prioritized organizational goals, An initial assessment of how ITAM can support these goals

    Materials: The table in this slide, Your copy of the ITAM Strategy Template

    Participants: ITAM team, IT leaders and managers

    Use this exercise to identify as many potentially useful ITAM metrics and reports as possible, and narrow them down to a few high-priority metrics. Leverage the list of example metrics on the next slide for your own exercise. If you have more than six participants, consider splitting into two or more groups, and divide the table between groups to minimize overlap.

    1. List potential consumers of ITAM data in the column on the left.
    2. What type of information do we think this role needs? What questions about IT assets do we get on a regular basis from this role or team?
    3. Review and consolidate the list as a group. Discuss and highlight any metrics the group thinks are a particularly high priority for tracking.
    Role Compliance Quality Quantity Cost Time Progress
    IT Asset Manager Owned devices not discovered in last 60 days Discrepancies between discovery data and ITAM DB records # of corporate-owned devices Spend on hardware (recent and future/ planned) Average time, maximum time to deploy end-user devices Number of ITAM roadmap items in progress
    Service Desk

    Add your results to your copy of the ITAM Strategy Template

    Examples of ITAM metrics

    Compliance Quality Quantity Cost Time/Duration/Age Progress
    Owned devices not discovered in last 60 days Discrepancies between discovery data and ITAM DB records # of corporate-owned devices Spend on hardware (recent and future/planned) Average time, maximum time to deploy end-user devices Number of ITAM roadmap items in progress or completed
    Disposed devices without certificate of destruction Breakage rates (in and out of warranty) by vendor # of devices running software title X, # of licenses for software title X Spend on software (recent and future/planned) Average time, maximum time to deploy end user software Number of integrations between ITAM DB and other sources
    Discrepancies between licenses and install count, by software title RMAs by vendor, model, equipment type Number of requests by equipment model or software title Spend on cloud (recent and future/planned) Average & total time spent on software audit responses Number of records in ITAM database
    Compliance reports (e.g. tied to regulatory compliance or grant funding) Tickets by equipment type or software title Licenses issued from license pool in the last 30 days Value of licenses issued from license pool in the last 30 days (cost avoidance) Devices by age Software titles with an up-to-date ELP report
    Reports on lost and stolen devices, including last assigned, date reported stolen, actions taken User device satisfaction scores, CSAT scores Number of devices retired or donated in last year Number of IT-managed capital assets Number of hardware/software request tickets beyond time-to-fulfil targets Number of devices audited (by ITAM team via self-audit)
    Number of OS versions, unpatched systems Number of devices due for refresh in the next year Spend saved by harvesting unused software Number of software titles, software vendors managed by ITAM team
    Audit accuracy rate Equipment in stock Cost savings from negotiations
    # of users assigned more than one device Number of non-standard devices or requests Dollars charged during audit or true-up

    Differentiate between metrics and KPIs

    Key performance indicators (KPIs) are metrics with targets aligned to goals.

    Targets could include one or more of:

    • Target state (e.g. completed)
    • Target magnitude (e.g. number, percent, rate, dollar amount)
    • Target direction (e.g. trending up or down)

    You may track many metrics, but you should have only a few KPIs (typically 2-3 per objective).

    A breached KPI should be a trigger to investigate and remediate the root cause of the problem, to ensure progress towards goals and priorities can continue.

    Which KPIs you track will change over the life of the practice, as ITAM goals and priorities shift. For example, KPIs may initially track progress towards maturing ITAM practices. Once you’ve reached target maturity, KPIs may shift to track whether the key service targets are being met.

    1.6 Identify ITAM KPIs

    20 minutes

    Input: Organizational strategy documents

    Output: A list of prioritized organizational goals, An initial assessment of how ITAM can support these goals

    Materials: The table in this slide, Your copy of the ITAM Strategy Template

    Participants: ITAM team, IT leaders and managers

    Good KPIs are a more objective measure of whether you’re succeeding in meeting the identified priorities for the ITAM practice.

    Identify metrics that can measure progress or success against the priorities and goals set earlier. Aim for around three metrics per goal. Identify targets for the metric you think are SMART (specific, measurable, achievable, relevant, and timebound). Track your work using the example table below.

    Goal Metric Target
    Consolidate major software contracts to drive discounts Amount spent on top 10 software contracts Decrease by 10% by next year
    Customer satisfaction scores with enterprise software Satisfaction is equal to or better than last year
    Value of licenses issued from license pool 30% greater than last year
    Identify abandoned or out-of-spec IT assets # of security incidents involving undiscovered assets Zero
    % devices with “Deployed” status in ITAM DB but not discovered for 30+ days ‹1% of all records in ITAM DB
    Provide IT asset data to technicians for service calls Customer satisfaction scores Satisfaction is equal to or better than last year
    % of end-user devices meeting minimum standards 97%

    Add your results to your copy of the ITAM Strategy Template

    Develop an IT Asset Management Strategy

    Phase 2:

    Identify your approach to support ITAM priorities and goals

    Phase 1

    1.1 Define ITAM and brainstorm opportunities and challenges.

    Executive Alignment Working Session:

    1.2 Review organizational priorities, strategy, and key initiatives.

    1.3 Align executive priorities with ITAM opportunities & priorities.

    1.4 Identify business-aligned ITAM goals and target maturity.

    1.5 Write mission and vision statements.

    1.6 Define ITAM metrics and KPIs.

    Phase 2

    2.1 Define ITAM scope.

    2.2 Acquire ITAM services (outsourcing and contracting).

    2.3 Centralize or decentralize ITAM capabilities.

    2.4 Create a RACI for the ITAM practice.

    2.5 Align ITAM with other service management practices.

    2.6 Evaluate ITAM tools and integrations.

    2.7 Create a plan for internal and external audits.

    2.8 Improve your budget processes.

    2.9 Establish a documentation framework.

    2.10 Create a roadmap and communication plan.

    Phase Outcomes:

    Establish an approach to achieving ITAM goals and priorities, including scope, structure, tools, service management integrations, documentation, and more.

    Create a roadmap that enables you to realize your approach.

    Step 2.1: Define ITAM Scope

    Participants

    • Project sponsor and lead facilitator
    • ITAM team
    • IT leaders and managers
    • ITAM business partners

    Outcomes

    • Establish what types of equipment and software you’ll track through the ITAM practice.
    • Establish which areas of the business will be in scope of the ITAM practice.

    Determine ITAM Scope

    Focus on what’s most important and then document it so everyone understands where they can provide the most value.

    Not all categories of assets require the same level of tracking, and some equipment and software should be excluded from the ITAM practice entirely.

    In some organizations, portions of the environment won’t be tracked by the asset management team at all. For example, some organizations will choose to delegate tracking multi-function printers (MFPs) or proprietary IoT devices to the department or vendor that manages them.

    Due to resourcing or technical limitations, you may decide that certain equipment or software is out of scope for the moment.

    What do other organizations typically track in detail?
    • Installs and entitlements for major software contracts that represent significant spend and/or are highly critical to business goals.
    • Equipment managed directly by IT that needs to be refreshed on a regular cycle:
      • End-user devices such as laptops, desktops, and tablets.
      • Server, network, and telecoms devices.
    • High value equipment that is not regularly refreshed may also be tracked, but in less detail – for example, you may not refresh large screen TVs, but you may need to track date of purchase, deployed location, vendor, and model for insurance or warranty purposes.

    2.1 Establish scope for ITAM

    45 minutes

    Input: Organizational strategy documents

    Output: ITAM scope, in terms of types of assets tracked and not tracked

    Materials: The table in this slide, Your copy of the ITAM Strategy Template

    Participants: ITAM team, IT leaders and managers, ITAM business partners

    Establish the hardware and software that are within the scope of the ITAM program by updating the tables below to reflect your own environment. The “out of scope” category will include asset types that may be of value to track in the future but for which the capability or need don’t exist today.

    Hardware Software Out of Scope
    • End-user devices housing data or with a dollar value of more than $300, which will be replaced through lifecycle refresh.
    • Infrastructure devices, including network, telecom, video conferencing, servers and more
    • End-user software purchased under contract
    • Best efforts on single license purchases
    • Infrastructure software, including solutions used by IT to manage the infrastructure
    • Enterprise applications
    • Cloud (SaaS, IaaS, PaaS)
    • Departmental applications
    • Open-source applications
    • In-house developed applications
    • Freeware & shareware
    • IoT devices

    The following locations will be included in the ITAM program: All North and South America offices and retail locations.

    Add your results to your copy of the ITAM Strategy Template

    Step 2.2: Acquire ITAM Services

    Participants

    • Project sponsor and lead facilitator
    • ITAM team
    • IT leaders and managers
    • ITAM business partners

    Outcomes

    • Define the type of work that may be more effectively or efficiently delivered by an outsourcer or contractor.

    “We would like our clients to come to us with an idea of where they want to get to. Why are you doing this? Is it for savings? Because you want to manage your security attack surface? Are there digital initiatives you want to move forward? What is the end goal?” (Mike Austin, MetrixData 360)

    Effectively acquire ITAM services

    Allow your team to focus on strategic, value-add activities by acquiring services that free them from commodity tasks.
    • When determining which asset capabilities and activities are best kept in-house and which ones are better handled by a supplier, it is imperative to keep the value to the business in mind.
    • Activities/capabilities that are challenging to standardize and are critical to enabling business goals are better kept in-house.
    • Activities/capabilities that are (or should be) standardized and automated are ideal candidates for outsourcing.
    • Outsourcing can be effective and successful with a narrow scope of engagement and an alignment to business outcomes.
    • Organizations that heavily weigh cost reduction as a significant driver for outsourcing are far less likely to realize the value they expected to receive.
    Business Enablement
    • Supports business-aligned ITAM opportunities & priorities
    • Highly specialized
    • Offers competitive advantages
    Map with axes 'Business Enablement' and 'Vendor's Performance Advantage' for determining whether or not to outsource.
    Vendor’s Performance Advantage
    • Talent or access to skills
    • Economies of scale
    • Access to technology
    • Does not require deep knowledge of your business

    Decide what to outsource

    It’s rarely all or nothing.

    Ask yourself:
    • How important is this activity or capability to ITAM, IT, and business priorities and goals?
    • Is it a non-commodity IT service that can improve customer satisfaction?
    • Is it a critical service to the business and the specialized knowledge must remain in-house?
    • Does the function require access to talent or skills not currently available in-house, and is cost-prohibitive to obtain?
    • Are there economies of scale that can help us meet growing demand?
    • Does the vendor provide access to best-of-breed tools and solutions that can handle the integration, management, maintenance and support of the complete system?

    You may ultimately choose to engage a single vendor or a combination of multiple vendors who can best meet your ITAM needs.

    Establishing effective vendor management processes, where you can maximize the amount of service you receive while relying on the vendor’s expertise and ability to scale, can help you make your asset management practice a net cost-saver.

    ITAM activities and capabilities
    • Contract review
    • Software audit management
    • Asset tagging
    • Asset disposal and recycling
    • Initial ITAM record creation
    • End-user device imaging
    • End-user device deployment
    • End-user software provisioning
    • End-user image management
    • ITAM database administration
    • ELP report creation
    • ITAM process management
    • ITAM report generation
    ITAM-adjacent activities and capabilities
    • Tier 1 support/service desk
    • Deskside/field support
    • Tier 3 support
    • IT Procurement
    • Device management/managed IT services
    • Budget development
    • Applications development, maintenance
    • Infrastructure hosting (e.g. cloud or colocation)
    • Infrastructure management and support
    • Discovery/monitoring tools management and support

    2.2 Identify outsourcing opportunities

    1-2 hours

    Input: Understanding of current ITAM processes and challenges

    Output: Understanding of potential outsourcing opportunities

    Materials: The table in this slide, and insight in previous slides, Your copy of the ITAM Strategy Template

    Participants: ITAM team, IT leaders and managers, ITAM business partners

    At a high level, discuss which functions of ITAM are good candidates for outsourcing.

    Start with the previous slide for examples of outsourcing activities or capabilities directly related to or adjacent to the ITAM practice. Categorize these activities as follows:

    Outsource Potentially Outsource Insource
    • Asset disposal/recycling
    • ELP report creation
    • ITAM process management

    Go through the list of activities to potentially or definitely outsource and confirm:

    1. Will outsourcing solve a resourcing need for an existing process, or can you deliver this adequately in-house?
    2. Will outsourcing improve the effectiveness and efficiency of current processes? Will it deliver more effective service channels or improved levels of reliability and performance consistency?
    3. Will outsourcing provide or enable enhanced service capabilities that your IT customers could use, and which you cannot deliver in-house due to lack of scale or capacity?

    Answering “no” to more than one of these questions suggests a need to further review options to ensure the goals are aligned with the potential value of the service offerings available.

    Add your results to your copy of the ITAM Strategy Template

    Step 2.3: Centralize or decentralize ITAM capabilities

    Participants

    • Project sponsor and lead facilitator
    • ITAM team
    • IT leaders and managers
    • ITAM business partners

    Outcomes

    • Outline where the team(s) responsible for ITAM sit across the organization, who they report to, and who they need to work with across IT and the business.

    Align ITAM with IT’s structure

    ITAM’s structure will typically align with the larger business and IT structure. The wrong structure will undermine your ability to meet ITAM goals and lead to frustration, missed work, inefficiency, and loss of value.

    Which of the four archetypes below reflects the structure you need?

    1. Centralized — ITAM is entirely centralized in a single function, which reports into a central IT department.
    2. Decentralized — Local IT groups are responsible and accountable for ITAM. They may coordinate informally but do not report to any central team.
    3. Hybrid-Shared Services — Local IT can opt in to shared services but must follow centrally set ITAM practices to do so, usually with support from a shared ITAM function.
    4. Hybrid-Federated — Local IT departments are free to develop their own approach to ITAM outside of core, centrally set requirements.

    Centralized ITAM

    Total coordination, control, and oversight

    • ITAM accountability, policies, tools, standards, and expertise – in this model, they’re all concentrated in a single, specialized IT asset management practice. Accountability, authority, and oversight are concentrated in the central function as well.
    • A central ITAM team will benefit from knowledge sharing and task specialization opportunities. They are a visible single point of contact for ITAM-related questions
    • The central ITAM team will coordinate ITAM activities across the organization to optimize spend, manage risk, and enhance service. Any local IT teams are supported by and directly answerable to the central ITAM team for ITAM activities.
    • There is a single, centrally managed ITAM database. Wherever possible, this database should be integrated with other tools to support cross-solution automation (e.g. integrate AD to automatically reflect user identity changes in the ITAM database).
    • This model drives cross-organization coordination and oversight, but it may not be responsive to specific and nuanced local requirements.
    Example: Centralized
    Example of a Centralized ITAM.

    Solid line. Direct reporting relationship

    Dotted line. Dotted line working or reporting relationship

    Decentralized ITAM

    Maximize choice

    • ITAM accountability and oversight are entirely devolved to local or regional IT and/or ITAM organizations, which are free to set their own priorities, goals, policies, and standards. This model maximizes the authority of local groups to build practices that meet local requirements.
    • It may be challenging to resource and mature local practices. ITAM maturity will vary from one local organization to the next.
    • It is more likely that ITAM managers are a part-time role, and sometimes even a non-IT role. Local ITAM teams or coordinators may coordinate and share knowledge informally, but specialization can be challenging to build or leverage effectively across the organization.
    • There is likely no central ITAM tool. Local tools may be acquired, implemented, and integrated by local IT departments to suit their own needs, which can make it very difficult to report on assets organization-wide – for example, to establish compliance on an enterprise software contract.
    Example: Decentralized


    Example of a Decentralized ITAM.

    Solid line. Direct reporting relationship

    Dotted line. Dotted line working or reporting relationship

    Blue dotted line. Informal working relationships, knowledge sharing

    Hybrid: Federation

    Centralization with a light touch

    • A middle ground between centralized and decentralized ITAM, this model balances centralized decision making, specialization, and governance with local autonomy.
    • A central team will define organization-wide ITAM goals, develop capabilities, policies, and standards, and monitor compliance by local and central teams. All local teams must comply with centrally defined requirements, but they can also develop further capabilities to meet local goals.
    • For example, there will typically be a central ITAM database that must be used for at least a subset of assets, but other teams may build their own databases for day-to-day operations and export data to the central database as required.
    • There are often overlapping responsibilities in this model. A strong collaborative relationship between central and local ITAM teams is especially important here, particularly after major changes to requirements, processes, tools, or staffing when issues and breakdowns are more likely.
    Example: Federation


    Example of a Federation ITAM.

    Solid line. Direct reporting relationship

    Purple solid line. Oversight/governance

    Dotted line. Dotted line working or reporting relationship

    Hybrid: Shared Services

    Optional centralization

    • A special case of federated ITAM that balances central control and local autonomy, but with more power given to local IT to opt out of centralized shared services that come with centralized ITAM requirements.
    • ITAM requirements set by the shared services team will support management, allocation, and may have showback or chargeback implications. Following the ITAM requirements is a condition of service. If a local organization chooses to stop using shared services, they are (naturally) no longer required to adhere to the shared services ITAM requirements.
    • As with the federated model, local teams may develop further capabilities to meet local goals.
    Example: Shared Services


    Example of a Shared Services ITAM.

    Solid line. Direct reporting relationship

    Dotted line. Dotted line working relationship

    Blue dotted line. Informal working relationships, knowledge sharing

    Structure data collection & analysis

    Consider the implications of structure on data.

    Why centralize?
    • There is a need to build reports that aggregate data on assets organization-wide, rather than just assets within a local environment.
    • Decentralized ITAM tracking isn’t producing accurate or usable data, even for local purposes.
    • Tracking tools have overlapping functionality. There’s an opportunity to rationalize spend, management and support for ITAM tools.
    • Contract centralization can optimize spend and manage risks, but only with the data required to manage those contracts.
    Why decentralize?
    • Tracking and reporting on local assets is sufficient to meet ITAM goals; there is limited or no need to track assets organization-wide.
    • Local teams have the skills to track and maintain asset data; subsidiaries have appropriate budgets and tools to support ITAM tracking.
    • Decentralized ITSM/ITAM tools are in place, populated, and accurate.
    • The effort to consolidate tools and processes may outweigh the benefits to data centralization.
    • Lots of variability in types of assets and the environment is stable.
    Requirements for success:
    • A centralized IT asset management solution is implemented and managed.
    • Local teams must understand the why and how of centralized data tracking and be held accountable for assigned responsibilities.
    • The asset tool should offer both centralized and localized views of the data.
    Requirements for success:
    • Guidelines and expectations for reporting to centralized asset management team will be well defined and supported.
    • Local asset managers will have opportunity to collaborate with others in the role for knowledge transfer and asset trading, where appropriate.

    Structure budget and contract management

    Contract consolidation creates economies of scale for vendor management and license pooling that strengthen your negotiating position with vendors and optimize spend.

    Why centralize?
    • Budgeting, governance, and accountability are already centralized. Centralized ITAM practices can support the existing governance practices.
    • Centralizing contract management and negotiation can optimize spend and/or deliver access to better service.
    • Centralize management for contracts that cover most of the organization, are highly complex, involve large spend and/or higher risk, and will benefit from specialization of asset staff.
    Why decentralize?
    • Budgeting, governance, and accountability rest with local organizations.
    • There may be increased need for high levels of customer responsiveness and support.
    • Decentralize contract management for contracts used only by local groups (e.g. a few divisions, a few specialized functions), and that are smaller, low risk, and come with standard terms and conditions.
    Requirements for success:
    • A centralized IT asset management solution is implemented and managed.
    • Contract terms must be harmonized across the organization.
    • Centralized fulfillment is as streamlined as possible. For example, software contracts should include the right to install at any time and pay through a true-up process.
    Requirements for success:
    • Any expectations for harmonization with the centralized asset management team will be well defined and supported.
    • Local asset managers can collaborate with other local ITAM leads to support knowledge transfer, asset swapping, etc.

    Structure technology management

    Are there opportunities to centralize or decentralize support functions?

    Why centralize?
    • Standard technologies are deployed organization-wide.
    • There are opportunities to improve service and optimize costs by consolidating knowledge, service contracts, and support functions.
    • Centralizing data on product supply allows for easier harvest and redeployment of assets by a central support team.
    • A stable, central support function can better support localized needs during seasonal staffing changes, mergers and acquisitions.
    Why decentralize?
    • Technology is unique to a local subset of users or customers.
    • Minimal opportunity for savings or better support by consolidating knowledge, service contracts, or support functions.
    • Refresh standards are set at a local level; new tech adoption may be impeded by a reliance on older technologies, local budget shortfalls, or other constraints.
    • Hardware may need to be managed locally if shipping costs and times can’t reasonably be met by a distant central support team.
    Requirements for success:
    • Ensure required processes, technologies, skills, and knowledge are in place to enable centralized support.
    • Keep a central calendar of contract renewals, including reminders to start work on the renewal no less than 90 days prior. Prioritize contracts with high dollar value or high risk.
    • The central asset management solution should be configured to provide data that can enable the central support team.
    Requirements for success:
    • Ensure required processes, technologies, skills, and knowledge are in place to enable decentralized support.
    • Decentralized support teams must understand and adhere to ITAM activities that are part of support work (e.g. data entry, data audits).
    • The central asset management solution should be configured to provide data that can enable the central support team, or decentralized asset solutions must be funded, and teams trained on their use.

    2.3 Review ITAM Structure

    1-2 hours

    Input: Understanding of current organizational structure, Understanding of challenges and opportunities related to the current structure

    Output: A list of prioritized organizational goals, An initial assessment of how ITAM can support these goals

    Materials: The table in this slide, Your copy of the ITAM Strategy Template

    Participants: ITAM team, IT leaders and managers, ITAM business partners

    Outline the current model for your organization and identify opportunities to centralize or decentralize ITAM-related activities.

    1. What model best describes how ITAM should be structured in your organization? Modify the slide outlining structure as a group to outline your own organization, as required.
    2. In the table below, outline opportunities to centralize or decentralize data tracking, budget and contract management, and technology management activities.
    Centralize Decentralize
    Data collection & analysis
    • Make better use of central ITAM database.
    • Support local IT departments building runbooks for data tracking during lifecycle activities (create templates, examples)
    Budget and contract management
    • Centralize Microsoft contracts.
    • Create a runbook to onboard new companies to MSFT contracts.
    • Create tools and data views to support local department budget exercises.
    Technology management
    • Ensure all end-user devices are visible to centrally managed InTune, ConfigMgr.
    • Enable direct shipping from vendor to local sites.
    • Establish disposal/pickup at local sites.

    Add your results to your copy of the ITAM Strategy Template

    Step 2.4: Create a RACI

    Participants

    • Project sponsor and lead facilitator
    • ITAM team
    • IT leaders and managers
    • ITAM business partners

    Outcomes

    • Review the role of the IT asset manager.
    • Identify who’s responsible, accountable, consulted, and informed for key ITAM activities.

    Empower your asset manager

    The asset manager is the critical ITAM role. Ensure they’re positioned to succeed.

    There’s too much change in the technology and business environment to expect ITAM to be “a problem to solve.” It is a practice that requires care and feeding through regular iteration to achieve success. At the helm of this practice is your asset manager, whose approach and past experience will have a significant impact on how you approach ITAM.

    The asset manager role requires a variety of skills, knowledge, and abilities including:

    • Operations, process, and practice management.
    • An ability to communicate, influence, negotiate, and facilitate.
    • Organizational knowledge and relationship management.
    • Contract and license agreement analysis, attention to detail.
    • Natural curiosity and a willingness to learn.
    • A strong understanding of technologies in use by the organization, and how they fit into the asset management program.
    Where the asset manager sits in the organization will also have an impact on their focus and priorities. When the asset manager reports into a service team, their focus will often reflect their team’s focus: end-user devices and software, customer satisfaction, request fulfillment. Asset teams that report into a leadership or governance function will be more likely to focus on organization-wide assets, governance, budget management, and compliance.

    “Where your asset manager sits, and what past experience they have, is going to influence how they do asset management.” (Jeremy Boerger, Consultant & Author)

    “It can be annoying at times, but a good IT asset manager will poke their nose into activities that do not obviously concern them, such as programme and project approval boards and technical design committees. Their aim is to identify and mitigate ITAM risks BEFORE the technology is deployed as well as to ensure that projects and solutions ‘bake in’ the necessary processes and tools that ensure IT assets can be managed effectively throughout their lifecycle.” (Kylie Fowler, ITAM by Design, 2017)

    IT asset managers must have a range of skills and knowledge

    • ITAM Operations, Process, and Practice Management
      The asset manager is typically responsible for managing and improving the ITAM practice and related processes and tools. The asset manager may administer the ITAM tool, develop reports and dashboards, evaluate and implement new technologies or services to improve ITAM maturity, and more.
    • Organizational Knowledge
      An effective IT asset manager has a good understanding of your organization and its strategy, products, stakeholders, and culture.
    • Technology & Product Awareness
      An IT asset manager must learn about new and changing technologies and products adopted by the organization (e.g. IoT, cloud) and develop recommendations on how to track and manage them via the ITAM practice.
    A book surrounded by icons corresponding to the bullet points.
    • People Management
      Asset managers often manage a team directly and have dotted-line reports across IT and the business.
    • Communication
      Important in any role, but particularly critical where learning, listening, negotiation, and persuasion are so critical.
    • Finance & Budgeting
      A foundational knowledge of financial planning and budgeting practices is often helpful, where the asset manager is asked to contribute to these activities.
    • Contract Review & Analysis
      Analyze new and existing contracts to evaluate changes, identify compliance requirements, and optimize spend.

    Assign ITAM responsibilities and accountabilities

    Align authority and accountability.
    • A RACI exercise will help you discuss and document accountability and responsibility for critical ITAM activities.
    • When responsibility and accountability are not currently 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 hardware and software asset management procedures.

    R

    Responsible: The person who actually gets the job done.

    Different roles may be responsible for different aspects of the activity relevant to their role.

    A

    Accountable: The one role accountable for the activity (in terms completion, quality, cost, etc.)

    Must have sufficient authority to be held accountable; responsible roles are often accountable to this role.

    C

    Consulted: Must have 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.

    I

    Informed: Receives information regarding the task, but has no requirement to provide feedback.

    Information might relate to process execution, changes, or quality.

    2.4 Conduct a RACI Exercise

    1-2 hours

    Input: An understanding of key roles and activities in ITAM practices, An understanding of your organization, High-level structure of your ITAM program

    Output: A RACI diagram for IT asset management

    Materials: The table in the next slide, Your copy of the ITAM Strategy Template

    Participants: ITAM team, IT leaders and managers, ITAM business partners

    Let’s face it – RACI exercises can be dry. We’ve found that the approach below is more collaborative, engaging, and effective compared to filling out the table as a large group.

    1. Create a shared working copy of the RACI charts on the following slides (e.g. write it out on a whiteboard or provide a link to this document and work directly in it).
    2. Review the list of template roles and activities as a group. Add, change, or remove roles and activities from the table as needed.
    3. Divide into small groups. Assign each group a set of roles, and have them define whether that role is accountable, responsible, consulted, or informed for each activity in the chart. Refer to the previous slide for context on RACI. Give everyone 15 minutes to update their section of the chart.
    4. Come back together as a large group to review the chart. First, check for accountability – there should generally be just one role accountable for each activity. Then, have each small group walk through their section, and encourage participants to ask questions. Is there at least one role responsible for each task, and what are they responsible for? Does everyone listed as consulted or informed really need to be? Make any necessary adjustments.

    Add your results to your copy of the ITAM Strategy Template

    Define ITAM governance activities

    RACI Chart for ITAM governance activities. In the first column is a list of governance activities, and the row headers are positions within a company. Fields are marked with an R, A, C, or I.

    Document asset management responsibilities and accountabilities

    RACI Chart for ITAM asset management responsibilities and accountabilities. In the first column is a list of responsibilities and accountabilities, and the row headers are positions within a company. Fields are marked with an R, A, C, or I.

    Step 2.5: Align ITAM with other Service Management Practices

    Participants

    • Project sponsor and lead facilitator
    • ITAM team
    • IT leaders and managers

    Outcomes

    • Establish shared and separate responsibilities for asset and configuration management.
    • Identify how ITAM can support other practices, and how other practices can support ITAM.

    Asset vs. Configuration

    Asset and configuration management look at the same world through different lenses.
    • IT asset management tends to focus on each IT asset in its own right: assignment or ownership, its 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 to other CIs.
    • ITAM and configuration management teams and practices should work closely together. Though asset and configuration management focus on different outcomes, they tend 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.
    Asset and Configuration Management: An Example

    Configuration Management Database (CMDB)

    A database of uniquely identified configuration items (CIs). Each CI record may include information on:
    Service Attributes

    Supported Service(s)
    Service Description, Criticality, SLAs
    Service Owners
    Data Criticality/Sensitivity

    CI Relationships

    Physical Connections
    Logical Connections
    Dependencies

    Arrow connector.

    Discovery, Normalization, Dependency Mapping, Business Rules*

    Manual Data Entry

    Arrow connector.
    This shared information could be attached to asset records, CI records, or both, and it should be synchronized between the two databases where it’s tracked in both.
    Hardware Information

    Serial, Model and Specs
    Network Address
    Physical Location

    Software Installations

    Hypervisor & OS
    Middleware & Software
    Software Configurations

    Arrow connector.

    Asset Management Database (AMDB)

    A database of uniquely identified IT assets. Each asset record may include information on:
    Procurement/Purchasing

    Purchase Request/Purchase Order
    Invoice and Cost
    Cost Center
    Vendor
    Contracts and MSAs
    Support/Maintenance/Warranties

    Asset Attributes

    Model, Title, Product Info, License Key
    Assigned User
    Lifecycle Status
    Last ITAM Audit Date
    Certificate of Disposal

    Arrows connecting multiple fields.

    IT Security Systems

    Vulnerability Management
    Threat Management
    SIEM
    Endpoint Protection

    IT Service Management (ITSM) System

    Change Tickets
    Request Tickets
    Incident Tickets
    Problem Tickets
    Project Tickets
    Knowledgebase

    Financial System/ERP

    General Ledger
    Accounts Payable
    Accounts Receivable
    Enterprise Assets
    Enterprise Contract Database

    (*Discovery, dependency mapping, and data normalization are often features or modules of configuration management, asset management, or IT service management tools.)

    2.5 Integrate ITAM and configuration practices

    45 minutes

    Input: Knowledge of the organization’s configuration management processes

    Output: Define how ITAM and configuration management will support one another

    Materials: The table in this slide, Your copy of the ITAM Strategy Template

    Participants: ITAM team, IT leaders and managers, Configuration manager

    Work through the table below to identify how you will collaborate and synchronize data across ITAM and configuration management practices and tools.

    What are the goals (if any currently exist) for the configuration management practice? Connect configuration items to services to support service management.
    How will configuration and asset management teams collaborate? Weekly status updates. As-needed working sessions.
    Shared visibility on each others’ Kanban tracker.
    Create tickets to raise and track issues that require collaboration or attention from the other team.
    How can config leverage ITAM? Connect CIs to financial, contractual, and ownership data.
    How can ITAM leverage config? Connect assets to services, changes, incidents.
    What key fields will be primarily tracked/managed by ITAM? Serial number, unique ID, user, location, PO number, …
    What key fields will be primarily tracked/managed by configuration management? Supported service(s), dependencies, service description, service criticality, network address…

    Add your results to your copy of the ITAM Strategy Template

    ITAM supports service management

    Decoupling asset management from other service management practices can result in lost value. Establish how asset management can support other service management practices – and how those practices can support ITAM.

    Incident Management

    What broke?
    Was it under warranty?
    Is there a service contract?
    Was it licensed?
    Who was it assigned to?
    Is it end-of-life?

    ITAM
    Practice

    Request Management

    What can this user request or purchase?
    What are standard hardware and software offerings?
    What does the requester already have?
    Are there items in inventory to fulfil the request?
    Did we save money by reissuing equipment?
    Is this a standard request?
    What assets are being requested regularly?

    What IT assets are related to the known issue?
    What models and vendors are related to the issue?
    Are the assets covered by a service contract?
    Are other tickets related to this asset?
    What end-of-life assets have been tied to incidents recently?

    Problem Management

    What assets are related to the change?
    Is the software properly licensed?
    Has old equipment been properly retired and disposed?
    Have software licenses been returned to the pool?
    Is the vendor support on the change part of a service contract?

    Change Enablement

    2.5. Connect with other IT service practices

    45 minutes

    Input: Knowledge of existing organizational IT service management processes

    Output: Define how ITAM will help other service management processes, and how other service management processes will help ITAM

    Materials: The table in this slide, Your copy of the ITAM Strategy Template

    Participants: ITAM team, IT leaders and managers, Service leads

    Complete the table below to establish what ITAM can provide to other service management practices, and what other practices can provide to ITAM.

    Practice ITAM will help Will help ITAM
    Incident Management Provide context on assets involved in an incident (e.g. ownership, service contracts). Track when assets are involved in incidents (via incident tickets).
    Request Management Oversee request & procurement processes. Help develop asset standards. Enter new assets in ITAM database.
    Problem Management Collect information on assets related to known issues. Report back on models/titles that are generating known issues.
    Change Enablement Provide context on assets for change review. Ensure EOL assets are retired and licenses are returned during changes.
    Capacity Management Identify ownership, location for assets at capacity. Identify upcoming refreshes or purchases.
    Availability Management Connect uptime and reliability to assets. Identify assets that are causing availability issues.
    Monitoring and Event Management Provide context to events with asset data. Notify asset of unrecognized software and hardware.
    Financial Management Establish current and predict future spending. Identify upcoming purchases, renewals.

    Add your results to your copy of the ITAM Strategy Template

    Step 2.6: Evaluate ITAM tools and integrations

    Participants

    • Project sponsor and lead facilitator
    • ITAM team
    • IT leaders and managers

    Outcomes

    • Create a list of the ITAM tools currently in use, how they’re used, and their current limitations.
    • Identify new tools that could provide value to the ITAM practice, and what needs to be done to acquire and implement them.

    “Everything is connected. Nothing is also connected.” (Dirk Gently’s Holistic Detective Agency)

    Establish current strengths and gaps in your ITAM toolset

    ITAM data quality relies on tools and integrations that are managed by individuals or teams who don’t report directly to the ITAM function.

    Without direct line of sight into tools management, the ITAM team must influence rather than direct improvement initiatives that are in some cases critical to the performance of the ITAM function. To more effectively influence improvement efforts, you must explicitly identify what you need, why you need it, from which tools, and from which stakeholders.

    Data Sources
    Procurement Tools
    Discovery Tools
    Active Directory
    Purchase Documents
    Spreadsheets
    Input To Asset System(s) of Record
    ITAM Database
    ITSM Tool
    CMDB
    Output To Asset Data Consumption
    ITFM Tools
    Security Tools
    TEM Tools
    Accounting Tools
    Spreadsheets
    “Active Directory plays a huge role in audit defense and self-assessment, but no-one really goes out there and looks at Active Directory.

    I was talking to one organization that has 1,600,000 AD records for 100,000 employees.” (Mike Austin, Founder, MetrixData 360)

    2.6 Evaluate ITAM existing technologies

    30 minutes

    Input: Knowledge of existing ITAM tools

    Output: A list of prioritized organizational goals, An initial assessment of how ITAM can support these goals

    Materials: The table in this slide, Your copy of the ITAM Strategy Template

    Participants: ITAM team, IT leaders and managers

    Identify the use, limitations, and next steps for existing ITAM tools, including those not directly managed by the ITAM team.

    1. What tools do we have today?
    2. What are they used for? What are their limitations?
    3. Who manages them?
    4. What actions could we take to maximize the value of the tools?
    Existing Tool Use Constraints Owner Proposed Action?
    ITAM Module
    • Track HW/SW
    • Connect assets to incident, request
    • Currently used for end-user devices only
    • Not all divisions have access
    • SAM capabilities are limited
    ITAM Team/Service Management
    • Add license for additional read/write access
    • Start tracking infra in this tool
    Active Directory
    • Store user IDs, organizational data
    Major data quality issues IT Operations
    • Work with AD team to identify issues creating data issues

    Add your results to your copy of the ITAM Strategy Template

    2.6 Identify potential new tools

    30 minutes

    Input: Knowledge of tooling gaps, An understanding of available tools that could remediate gaps

    Output: New tools that can improve ITAM capabilities, including expected value and proposed next steps

    Materials: The table in this slide, Your copy of the ITAM Strategy Template

    Participants: ITAM team, IT leaders and managers

    Identify tools that are required to support the identified goals of the ITAM practice.

    1. What types of tools do we need that we don’t have?
    2. What could these tools help us do?
    3. What needs to be done next to investigate or acquire the appropriate tool?
    New Tool Expected Value Proposed Next Steps
    SAM tool
    • Automatically calculate licensing entitlements from contract data.
    • Automatically calculate licensing requirements from discovery data.
    • Support gap analyses.
    • Further develop software requirements.
    • Identify vendors in the space and create a shortlist.

    Add your results to your copy of the ITAM Strategy Template

    Step 2.7: Create a plan for internal and external audits

    Participants

    • Project sponsor and lead facilitator
    • ITAM team
    • IT leaders and managers
    • ITAM business partners

    Outcomes

    • Establish your approach to internal data audits.
    • Create a high-level response plan for external audits.

    Validate ITAM data via internal audits

    Data audits provide assurance that the records in the ITAM database are as accurate as possible. Consider these three approaches:

    Compare Tool Records

    Audit your data by comparing records in the ITAM system to other discovery sources.

    • Ideally, use three separate data sources (e.g. ITAM database, discovery tool, security tool). Use a common field, such as the host name, to compare across fields. (To learn more about discovery tool analysis, see Jeremy Boerger’s book, Rethinking IT Asset Management.)
    • Run reports to compare records and identify discrepancies. This could include assets missing from one system or metadata differences such as different users or installed software.
    • Over time, discrepancies between tools should be well understood and accepted; otherwise, they should be addressed and remediated.
    IT-led Audit

    Conduct a hands-on investigation led by ITAM staff and IT technicians.

    • In-person audits require significant effort and resources. Each audit should be scoped and planned ahead of time to focus on known problem areas.
    • Provide the audit team with exact instructions on what needs to be verified and recorded. Depending on the experience and attention to detail of the audit team, you may need to conduct spot checks to ensure you’re catching any issues in the audit process itself.
    • Automation should be used wherever possible (e.g. through barcodes, scanners, and tables for quick access to ITAM records).
    User-led audit

    Have users validate the IT assets assigned to them.

    • Even more than IT-led audits: don’t use this approach too frequently; keep the scope as narrow as possible and the process as simple as possible.
    • Ensure users have all the information and tools they’ll need readily available to complete this task, or the result will be ineffective and will only frustrate your users.
    • Consider a process integrated with your ITSM tool: once a year, when a user logs in to the portal, they will be asked to enter the asset code for their laptop (and provided with instructions on where to find that code). Investigate discrepancies between assignments and ITAM records.

    2.7 Set an approach to internal data audits

    30 minutes

    Input: An understanding of current data audit capabilities and needs

    Output: An outline of how you’ll approach data audits, including frequency, scope, required resources

    Materials: Your copy of the ITAM Strategy Template

    Participants: ITAM team

    Review the three internal data audit approaches outlined on the previous slide, and identify which of the three approaches you’ll use. For each approach, complete the fields in the table below.

    Audit Approach How often? What scope? Who’s involved? Comments
    Compare tool records Monthly Compare ITAM DB, Intune/ConfigMgr, and Vulnerability Scanner Data; focus on end-user devices to start Asset manager will lead at first.
    Work with tool admins to pull data and generate reports.
    IT-led audit Annual End-user devices at a subset of locations Asset manager will work with ITSM admins to generate reports. In-person audit to be conducted by local techs.
    User-led audit Annual Assigned personal devices (start with a pilot group) Asset coordinator to develop procedure with ITSM admin. Run pilot with power users first.

    Add your results to your copy of the ITAM Strategy Template

    Prepare for and respond to external audits and true-ups

    Are you ready when software vendors come knocking?

    • Vendor audits are expensive.
    • If you’re out of compliance, you will at minimum be required to pay the missing license fees. At their discretion, vendors may choose to add punitive fees and require you to cover the hourly cost of their audit teams. If you choose not to pay, the vendor could secure an injunction to cut off your service, which in many cases will be far more costly than the fines. And this is aside from the intangible costs of the disruption to your business and damaged relationships between IT, ITAM, your business, and other partners.
    • Having a plan to respond to an audit is critical to reducing audit risk. Preparation will help you coordinate your audit response, ensure the audit happens on the most favorable possible terms, and even prevent some audits from happening in the first place.
    • The best defense, as they say, is a good offense. Good ITAM and SAM processes will allow you to track acquisition, allocation, and disposal of software licenses; understand your licensing position; and ensure you remain compliant whenever possible. The vendor has no reason to audit you when there’s nothing to find.
    • Know when and where your audit risk is greatest, so you can focus your resources where they can deliver the most value.
    “If software audits are a big part of your asset operations, you have problems. You can reduce the time spent on audits and eliminate some audits by having a proactive ITAM practice.” (Sandi Conrad, Principal Research Director)

    Info-Tech Insight

    Audit defense starts long before you get audited. For an in-depth review of your audit approach, see Info-Tech’s Prepare and Defend Against a Software Audit.

    Identify areas of higher audit risk

    Watch for these warning signs
    • Your organization is visibly fighting fires. Signs of disorder may signal to vendors that there are opportunities to exploit via an audit. Past audit failures make future audits more likely.
    • You are looking for ways to decrease spend. Vendors may counter attempts to true-down licensing by launching an audit to try to find unlicensed software that provides them leverage to negotiate maintained or even increased spending.
    • Your license/contract terms with the vendor are particularly complex or highly customized. Very complex terms may make it harder to validate your own compliance, which may present opportunities to the vendor in an audit.
    • The vendor has earned a reputation for being particularly aggressive with audits. Some vendors include audits as a standard component of their business model to drive revenue. This may include acquiring smaller vendors or software titles that may not have been audit-driven in the past, and running audits on their new customer base.

    “The reality is, software vendors prey on confusion and complication. Where there’s confusion, there’s opportunity.” (Mike Austin, Founder, MetrixData 360)

    Develop an audit response plan

    You will be on the clock once the vendor sends you an audit request. Have a plan ready to go.
    • Don’t panic: Resist knee-jerk reactions. Follow the plan.
    • Form an audit response team and centralize your response: This team should be led by a member of the ITAM group, and it should include IT leadership, software SMEs, representatives from affected business areas, vendor management, contract management, and legal. You may also need to bring on a contractor with deep expertise with the vendor in question to supplement your internal capabilities. Establish clearly who will be the point of contact with the vendor during the audit.
    • Clarify the scope of the audit: Clearly establish what the audit will cover – what products, subsidiaries, contracts, time periods, geographic regions, etc. Manage the auditors to prevent scope creep.
    • Establish who covers audit costs: Vendors may demand the auditee cover the hourly cost of their audit team if you’re significantly out of compliance. Consider asking the vendor to pay for your team’s time if you’re found to be compliant.
    • Know your contract: Vendors’ contracts change over time, and it’s no guarantee that even your vendor’s licensing experts will be aware of the rights you have in your contract. You must know your entitlements to negotiate effectively.
    1. Bring the audit request received to the attention of ITAM and IT leadership. Assemble the response team.
    2. Acknowledge receipt of audit notice.
    3. Negotiate timing and scope of the audit.
    4. Direct staff not to remove or acquire licenses for software under audit without directly involving the ITAM team first.
    5. Gather installation data and documentation to establish current entitlements, including original contract, current contract, addendums, receipts, invoices.
    6. Compare entitlements to installed software.
    7. Investigate any anomalies (e.g. unexpected or non-compliant software).
    8. Review results with the audit response team.

    2.7 Clarify your vendor audit response plan

    1 hour

    Input: Organizational knowledge on your current audit response procedures

    Output: Audit response team membership, High-level audit checklist, A list of things to start, stop, and continue doing as part of the audit response

    Materials: Your copy of the ITAM Strategy Template

    Participants: ITAM team, IT leaders and managers, ITAM business partners

    1. Who’s on the audit response team, and what’s their role? Who will lead the team? Who will be the point of contact with the auditor?
    2. What are the high-level steps in our audit response workflow? Use the example checklist below as a starting point.
    3. What do we need to start, stop, and continue doing in response to audit requests?

    Example Audit Checklist

    • Bring the audit request received to the attention of ITAM and IT leadership. Assemble the response team.
    • Acknowledge receipt of audit notice.
    • Negotiate timing and scope of the audit.
    • Direct staff not to remove or acquire licenses for software under audit without directly involving the ITAM team first.
    • Gather installation data and documentation to establish current entitlements, including original contract, current contract, addendums, receipts, invoices.
    • Compare entitlements to installed software.
    • Investigate any anomalies (e.g. unexpected or non-compliant software).
    • Review results with the audit response team.

    Add your results to your copy of the ITAM Strategy Template

    Step 2.8: Improve budget processes

    Participants

    • Project sponsor and lead facilitator
    • ITAM team
    • IT leaders and managers
    • ITAM business partners

    Outcomes

    • Identify what you need to start, stop, and continue to do to support budgeting processes.

    Improve budgeting and forecasting

    Insert ITAM into budgeting processes to deliver significant value.

    Some examples of what ITAM can bring to the budgeting table:
    • Trustworthy data on deployed assets and spending obligations tied to those assets.
    • Projections of hardware due for replacement in terms of quantity and spend.
    • Knowledge of IT hardware and software contract terms and pricing.
    • Lists of unused or underused hardware and software that could be redeployed to avoid spend.
    • Comparisons of spend year-over-year.

    Being part of the budgeting process positions ITAM for success in other ways:

    • Helps demonstrate the strategic value of the ITAM practice.
    • Provides insight into business and IT strategic projects and priorities for the year.
    • Strengthens relationships with key stakeholders, and positions the ITAM team as trusted partners.

    “Knowing what you have [IT assets] is foundational to budgeting, managing, and optimizing IT spend.” (Dave Kish, Info-Tech, Practice Lead, IT Financial Management)

    Stock image of a calculator.

    2.8 Build better budgets

    20 minutes

    Input: Context on IT budgeting processes

    Output: A list of things to start, stop, and continue doing as part of budgeting exercises

    Materials: The table in this slide, Your copy of the ITAM Strategy Template

    Participants: ITAM team, IT leaders and managers, ITAM business partners

    What should we start, stop, and continue doing to support organizational budgeting exercises?

    Start Stop Continue
    • Creating buckets of spend and allocating assets to those buckets.
    • Zero-based review on IaaS instances quarterly.
    • Develop dashboards plugged into asset data for department heads to view allocated assets and spend.
    • Create value reports to demonstrate hard savings as well as cost avoidance.
    • Waiting for business leaders to come to us for help (start reaching out with reports proactively, three months before budget cycle).
    • % increases on IT budgets without further review.
    • Monthly variance budget analysis.
    • What-if analysis for asset spend based on expected headcount increases.

    Add your results to your copy of the ITAM Strategy Template

    Step 2.9: Establish a documentation framework

    Participants

    • Project sponsor and lead facilitator
    • ITAM team

    Outcomes

    • Identify key documentation and gaps in your documentation.
    • Establish where documentation should be stored, who should own it, who should have access, and what should trigger a review.

    Create ITAM documentation

    ITAM documentation will typically support governance or operations.

    Long-term planning and governance
    • ITAM policy and/or related policies (procurement policy, security awareness policy, acceptable use policy, etc.)
    • ITAM strategy document
    • ITAM roadmap or burndown list
    • Job descriptions
    • Functional requirements documents for ITAM tools

    Operational documentation

    • ITAM SOPs (hardware, software) and workflows
    • Detailed work instructions/knowledgebase articles
    • ITAM data/records
    • Contracts, purchase orders, invoices, MSAs, SOWs, etc.
    • Effective Licensing Position (ELP) reports
    • Training and communication materials
    • Tool and integration documentation
    • Asset management governance, operations, and tools typically generate a lot of documentation.
    • Don’t create documentation for the sake of documentation. Prioritize building and maintaining documentation that addresses major risks or presents opportunities to improve the consistency and reliability of key processes.
    • Maximize the value of ITAM documentation by ensuring it is as current, accessible, and usable as it needs to be.
    • Clearly identify where documentation is stored and who should have access to it.
    • Identify who is accountable for the creation and maintenance of key documentation, and establish triggers for reviews, updates, and changes.

    Consider ITAM policies

    Create policies that can and will be monitored and enforced.
    • Certain requirements of the ITAM practice may need to be backed up by corporate policies: formal statements of organizational expectations that must be recognized by staff, and which will lead to sanctions/penalties if breached.
    • Some organizations will choose to create one or more ITAM-specific policies. Others will include ITAM-related statements in other existing policies, such as acceptable use policies, security training and awareness policies, procurement policies, configuration policies, e-waste policies, and more.
    • Ensure that you are prepared to monitor compliance with policies and evenly enforce breaches of policy. Failing to consistently enforce your policies exposes you and your organization to claims of negligence or discriminatory conduct.
    • For a template for ITAM-specific policies, see Info-Tech’s policy templates for Hardware Asset Management and Software Asset Management.

    2.9 Establish documentation gaps

    15-30 minutes

    Input: An understanding of existing documentation gaps and risks

    Output: Documentation gaps, Identified owners, repositories, access rights, and review/update protocols

    Materials: The table in this slide, Your copy of the ITAM Strategy Template

    Participants: ITAM team, Optional: IT managers, ITAM business partners

    Discuss and record the following:

    • What planning/governance, operational, and tooling documentation do we still need to create? Who is accountable for the creation and maintenance of these documents?
    • Where will the documentation be stored? Who can access these documents?
    • What will trigger reviews or changes to the documents?
    Need to Create Owner Stored in Accessible by Trigger for review
    Hardware asset management SOP ITAM manager ITAM SharePoint site › Operating procedures folder
    • All IT staff
    • Annual review
    • As-needed for major tooling changes that require a documentation update

    Add your results to your copy of the ITAM Strategy Template

    Step 2.10: Create a roadmap and communication plan

    Participants

    • Project sponsor and lead facilitator
    • ITAM team
    • IT leaders and managers

    Outcomes

    • A timeline of key ITAM initiatives.
    • Improvement ideas aligned to key initiatives.
    • A communication plan tailored to key stakeholders.
    • Your ITAM Strategy document.

    “Understand that this is a journey. This is not a 90-day project. And in some organizations, these journeys could be three or five years long.” (Mike Austin, MetrixData 360)

    2.10 Identify key ITAM initiatives

    30-45 minutes

    Input: Organizational strategy documents

    Output: A roadmap that outlines next steps

    Materials: The table in this slide, Your copy of the ITAM Strategy Template

    Participants: ITAM team, IT leaders and managers, Project sponsor

    1. Identify key initiatives that are critical to improving practice maturity and meeting business goals.
    2. There should only be a handful of really key initiatives. This is the work that will have the greatest impact on your ability to deliver value. Too many initiatives muddy the narrative and can distract from what really matters.
    3. Plot the target start and end dates for each initiative in the business and IT transformation timeline you created in Phase 1.
    4. Review the chart and consider – what new capabilities should the ITAM practice have once the identified initiatives are complete? What transformational initiatives will you be better positioned to support?

    Add your results to your copy of the ITAM Strategy Template

    Transformation Timeline

    Example transformation timeline with row headers 'Business Inititiaves', 'IT Initiatives', and 'ITAM Initiatives'. Each initiative is laid out along the timeline appropriately.

    2.10 Align improvement ideas to initiatives

    45 minutes

    Input: Key initiatives, Ideas for ITAM improvement collected over the course of previous exercises

    Output: Concrete action items to support each initiative

    Materials: The table in the next slide, Your copy of the ITAM Strategy Template

    Participants: ITAM team, IT leaders and managers, Project sponsor

    As you’ve been working through the previous exercises, you have been tracking ideas for improvement – now we’ll align them to your roadmap.

    1. Review the list of ideas for improvement you’ve produced over the working sessions. Consolidate the list – are there any ideas that overlap or complement each other? Record any new ideas. Frame each idea as an action item – something you can actually do.
    2. Connect the action items to initiatives. It may be that not every action item becomes part of a key initiative. (Don’t lose ideas that aren’t part of key initiatives – track them in a separate burndown list or backlog.)
    3. Identify a target completion date and owner for each action item that’s part of an initiative.

    Add your results to your copy of the ITAM Strategy Template

    Example ITAM initiatives

    Initiative 1: Develop hardware/software standards
    Task Target Completion Owner
    Laptop standards Q1-2023 ITAM manager
    Identify/eliminate contracts for unused software using scan tool Q2-2023 ITAM manager
    Review O365 license levels and standard service Q3-2023 ITAM manager

    Initiative 2: Improve ITAM data quality
    Task Target Completion Owner
    Implement scan agent on all field laptops Q3-2023 Desktop engineer
    Conduct in person audit on identified data discrepancies Q1-2024 ITAM team
    Develop and run user-led audit Q1-2024 Asset manager

    Initiative 3: Acquire & implement a new ITAM tool
    Task Target Completion Owner
    Select an ITAM tool Q3-2023 ITAM manager
    Implement ITAM tool, incl. existing data migration Q1-2024 ITAM manager
    Training on new tool Q1-2024 ITAM manager
    Build KPIs, executive dashboards in new tool Q2-2024 Data analyst
    Develop user-led audit functionality in new tool Q3-2024 ITAM coordinator

    2.10 Create a communication plan

    45 minutes

    Input: Proposed ITAM initiatives, Stakeholder priorities and goals, and an understanding of how ITAM can help them meet those goals

    Output: A high-level communication plan to communicate the benefits and impact of proposed changes to the ITAM program

    Materials: The table in this slide, Your copy of the ITAM Strategy Template

    Participants: IT asset manager, Project sponsor

    Develop clear, consistent, and targeted messages to key ITAM stakeholders.

    1. Modify the list of stakeholders in the first column.
    2. What benefits should those stakeholders realize from ITAM? What impact may the proposed improvements have on them? Refer back to exercises from Phase 1, where you identified key stakeholders, their priorities, and how ITAM could help them.
    3. Identify communication channels (in-person, email, all-hands meeting, etc.) and timing – when you’ll distribute the message. You may choose to use more than one channel, and you may need to convey the message more than once.
    Group ITAM Benefits Impact Channel(s) Timing
    CFO
    • More accurate IT spend predictions
    • Better equipment utilization and value for money
    • Sponsor integration project between ITAM DB and financial system
    • Support procurement procedures review
    Face-to-face – based on their availability Within the next month
    CIO
    • Better oversight into IT spend
    • Data to help demonstrate IT value
    • Resources required to support tool and ITAM process improvements
    Standing bi-monthly 1:1 meetings Review strategy at next meeting
    IT Managers
    Field Techs

    Add your results to your copy of the ITAM Strategy Template

    2.10 Put the final touches on your ITAM Strategy

    30 minutes

    Input: Proposed ITAM initiatives, Stakeholder priorities and goals, and an understanding of how ITAM can help them meet those goals

    Output: A high-level communication plan to communicate the benefits and impact of proposed changes to the ITAM program

    Materials: The table in this slide, Your copy of the ITAM Strategy Template

    Participants: IT asset manager, Project sponsor

    You’re almost done! Do a final check of your work before you send a copy to your participants.

    1. Summarize in three points the key findings from the activities you’ve worked through. What have you learned? What are your priorities? What key message do you need to get across? Add these to the appropriate slide near the start of the ITAM Strategy Template.
    2. What are your immediate next steps? Summarize no more than five and add them to the appropriate slide near the start of the ITAM Strategy Template.
      1. Are you asking for something? Approval for ITAM initiatives? Funding? Resources? Clearly identify the ask as part of your next steps.
    3. Are the KPIs identified in Phase 1 still valid? Will they help you monitor for success in the initiatives you’ve identified in Phase 2? Make any adjustments you think are required to the KPIs to reflect the additional completed work.

    Add your results to your copy of the ITAM Strategy Template

    Research Contributors and Experts

    Kylie Fowler
    Principal Consultant
    ITAM Intelligence

    Kylie is an experienced ITAM/FinOps consultant with a track record of creating superior IT asset management frameworks that enable large companies to optimize IT costs while maintaining governance and control.

    She has operated as an independent consultant since 2009, enabling organizations including Sainsbury's and DirectLine Insurance to leverage the benefits of IT asset management and FinOps to achieve critical business objectives. Recent key projects include defining an end-to-end SAM strategy, target operating model, policies and processes which when implemented provided a 300% ROI.

    She is passionate about supporting businesses of all sizes to drive continuous improvement, reduce risk, and achieve return on investment through the development of creative asset management and FinOps solutions.

    Rory Canavan
    Owner and Principal Consultant
    SAM Charter

    Rory is the founder, owner, and principal consultant of SAM Charter, an internationally recognized consultancy in enterprise-wide Software & IT Asset Management. As an industry leader, SAM Charter is uniquely poised to ensure your IT & SAM systems are aligned to your business requirements.

    With a technical background in business and systems analysis, Rory has a wide range of first-hand experience advising numerous companies and organizations on the best practices and principles pertaining to software asset management. This experience has been gained in both military and civil organizations, including the Royal Navy, Compaq, HP, the Federation Against Software Theft (FAST), and several software vendors.

    Research Contributors and Experts

    Jeremy Boerger
    Founder, Boerger Consulting
    Author of Rethinking IT Asset Management

    Jeremy started his career in ITAM fighting the Y2K bug at the turn of the 21st century. Since then, he has helped companies in manufacturing, healthcare, banking, and service industries build and rehabilitate hardware and software asset management practices.

    These experiences prompted him to create the Pragmatic ITAM method, which directly addresses and permanently resolves the fundamental flaws in current ITAM and SAM implementations.

    In 2016, he founded Boerger Consulting, LLC to help business leaders and decision makers fully realize the promises a properly functioning ITAM can deliver. In his off time, you will find him in Cincinnati, Ohio, with his wife and family.

    Mike Austin
    Founder and CEO
    MetrixData 360

    Mike Austin leads the delivery team at MetrixData 360. Mike brings more than 15 years of Microsoft licensing experience to his clients’ projects. He assists companies, from Fortune 500 to organizations with as few as 500 employees, with negotiations of Microsoft Enterprise Agreements (EA), Premier Support Contracts, and Select Agreements. In addition to helping negotiate contracts, he helps clients build and implement software asset management processes.

    Previously, Mike was employed by Microsoft for more than 8 years as a member of the global sales team. With Microsoft, Mike successfully negotiated more than a billion dollars in new and renewal EAs. Mike has also negotiated legal terms and conditions for all software agreements, developed Microsoft’s best practices for global account management, and was awarded Microsoft’s Gold Star Award in 2003 and Circle of Excellence in 2008 for his contributions.

    Bibliography

    “Asset Management.” SFIA v8. Accessed 17 March 2022.

    Boerger, Jeremy. Rethinking IT Asset Management. Business Expert Press, 2021.

    Canavan, Rory. “C-Suite Cheat Sheet.” SAM Charter, 2021. Accessed 17 March 2022.

    Fisher, Matt. “Metrics to Measure SAM Success.” Snow Software, 26 May 2015. Accessed 17 March 2022.

    Flexera (2021). “State of ITAM Report.” Flexera, 2021. Accessed 17 March 2022.

    Fowler, Kylie. “ITAM by design.” BCS, The Chartered Institute for IT, 2017. Accessed 17 March 2022.

    Fowler, Kylie. “Ch-ch-ch-changes… Is It Time for an ITAM Transformation?” ITAM Intelligence, 2021. Web. Accessed 17 March 2022.

    Fowler, Kylie. “Do you really need an ITAM policy?” ITAM Accelerate, 15 Oct. 2021. Accessed 17 March 2022.

    Hayes, Chris. “How to establish a successful, long-term ITAM program.” Anglepoint, Sept. 2021. Accessed 17 March 2022.

    ISO/IEC 19770-1-2017. IT Asset Management Systems – Requirements. Third edition. ISO, Dec 2017.

    Joret, Stephane. “IT Asset Management: ITIL® 4 Practice Guide”. Axelos, 2020.

    Jouravlev, Roman. “IT Service Financial Management: ITIL® 4 Practice Guide”. Axelos, 2020.

    Pagnozzi, Maurice, Edwin Davis, Sam Raco. “ITAM Vs. ITSM: Why They Should Be Separate.” KPMG, 2020. Accessed 17 March 2022.

    Rumelt, Richard. Good Strategy, Bad Strategy. Profile Books, 2013.

    Stone, Michael et al. “NIST SP 1800-5 IT Asset Management.” Sept, 2018. Accessed 17 March 2022.

    Perform an Agile Skills Assessment

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    • Parent Category Name: Development
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    • Your organization is trying to address the key delivery challenges you are facing. Early experiments with Agile are starting to bear fruit.
    • As part of maturing your Agile practice, you want to evaluate if you have the right skills and capabilities in place.

    Our Advice

    Critical Insight

    • Focusing on the non-technical skills can yield significant returns for your products, your team, and your organization. These skills are what should be considered as the real Agile skills.

    Impact and Result

    • Define the skills and values that are important to your organization to be successful at being Agile.
    • Put together a standard criterion for measurement of the attainment of given skills.
    • Define the roadmap and communication plan around your agile assessment.

    Perform an Agile Skills Assessment Research & Tools

    Start here – read the Executive Brief

    Read our concise Executive Brief to find out why you should perform an agile skills assessment. 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. Take stock of the Agile skills and values important to you

    Confirm the list of Agile skills that you wish to measure.

    • Perform an Agile Skills Assessment – Phase 1: Take Stock of the Agile Skills and Values Important to You
    • Agile Skills Assessment Tool
    • Agile Skills Assessment Tool Example

    2. Define an assessment method that works for you

    Define what it means to attain specific agile skills through a defined ascension path of proficiency levels, and standardized skill expectations.

    • Perform an Agile Skills Assessment – Phase 2: Define an Assessment Method That Works for You

    3. Plan to assess your team

    Determine the roll-out and communication plan that suits your organization.

    • Perform an Agile Skills Assessment – Phase 3: Plan to Assess Your Team
    • Agile Skills Assessment Communication and Roadmap Plan
    • Agile Skills Assessment Communication and Roadmap Plan Example
    [infographic]

    Workshop: Perform an Agile Skills Assessment

    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 Agile Skills and Maturity Levels

    The Purpose

    Learn about and define the Agile skills that are important to your organization.

    Define the different levels of attainment when it comes to your Agile skills.

    Define the standards on a per-role basis.

    Key Benefits Achieved

    Get a clear view of the Agile skills important into meet your Agile transformation goals in alignment with organizational objectives.

    Set a clear standard for what it means to meet your organizational standards for Agile skills.

    Activities

    1.1 Review and update the Agile skills relevant to your organization.

    1.2 Define your Agile proficiency levels to evaluate attainment of each skill.

    1.3 Define your Agile team roles.

    1.4 Define common experience levels for your Agile roles.

    1.5 Define the skill expectations for each Agile role.

    Outputs

    A list of Agile skills that are consistent with your Agile transformation

    A list of proficiency levels to be used during your Agile skills assessment

    A confirmed list of roles that you wish to measure on your Agile teams

    A list of experience levels common to Agile team roles (example: Junior, Intermediate, Senior)

    Define the skill expectations for each Agile role

    Define Service Desk Metrics That Matter

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    • 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

    This project will help you build and improve essential service desk processes, including incident management, request fulfillment, and knowledge management, to create a sustainable service desk.

    Take Control of Infrastructure and Operations Metrics

    Make faster decisions and improve service delivery by using the right metrics for the job.

    Analyze Your Service Desk Ticket Data

    Take a data-driven approach to service desk optimization.

    IT Diagnostics: Build a Data-Driven IT Strategy

    Our data-driven programs ask business and IT stakeholders the right questions to ensure you have the inputs necessary to build an effective IT strategy.

    Prepare for Post-Quantum Cryptography

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    • Parent Category Name: Security Processes & Operations
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    • Fault-tolerant quantum computers, capable of breaking existing encryption algorithms and cryptographic systems, are widely expected to be available sooner than originally projected.
    • Data considered secure today may already be at risk due to the threat of harvest-now-decrypt-later schemes.
    • Many current security controls will be completely useless, including today's strongest encryption techniques.

    Our Advice

    Critical Insight

    The advent of quantum computing is closer than you think: some nations have already demonstrated capability with the potential to break current asymmetric-key encryption. Traditional encryption methods will no longer provide sufficient protection. You need to act now to begin your transformation to quantum-resistant encryption.

    Impact and Result

    • Developing quantum-resistant cryptography capabilities is crucial to maintaining data security and integrity for critical applications.
    • Organizations need to act now to begin their transformation to quantum-resistant encryption.
    • Data security (especially for sensitive data) should be an organization’s top priority. Organizations with particularly critical information need to be on top of this quantum movement.

    Prepare for Post-Quantum Cryptography Research & Tools

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

    1. Prepare for Post-Quantum Cryptography Storyboard – Research to help organizations to prepare and implement quantum-resistance cryptography solutions.

    Developing quantum-resistant cryptography capabilities is crucial to maintaining data security and integrity for critical applications. Organizations need to act now to begin their transformation to quantum-resistant encryption.

    • Prepare for Post-Quantum Cryptography Storyboard
    [infographic]

    Further reading

    Prepare for Post-Quantum Cryptography

    It is closer than you think, and you need to act now.

    Analyst Perspective

    It is closer than you think, and you need to act now.

    The quantum realm presents itself as a peculiar and captivating domain, shedding light on enigmas within our world while pushing the boundaries of computational capabilities. The widespread availability of quantum computers is expected to occur sooner than anticipated. This emerging technology holds the potential to tackle valuable problems that even the most powerful classical supercomputers will never be able to solve. Quantum computers possess the ability to operate millions of times faster than their current counterparts.

    As we venture further into the era of quantum mechanics, organizations relying on encryption must contemplate a future where these methods no longer suffice as effective safeguards. The astounding speed and power of quantum machines have the potential to render many existing security measures utterly ineffective, including the most robust encryption techniques used today. To illustrate, a task that currently takes ten years to crack through a brute force attack could be accomplished by a quantum computer in under five minutes.

    Amid this transition into a quantum future, the utmost priority for organizations remains data security, particularly safeguarding sensitive information. Organizations must proactively prepare for the development of countermeasures and essential resilience measures to attain a state of being "quantum safe."

    This is a picture of Alan Tang

    Alan Tang
    Principal Research Director, Security and Privacy
    Info-Tech Research Group

    Executive Summary

    Your Challenge

    • Anticipated advancements in fault-tolerant quantum computers, surpassing existing encryption algorithms and cryptographic systems, are expected to materialize sooner than previously projected. The timeframe for their availability is diminishing daily.
    • Data that is presently deemed secure faces potential vulnerability due to the emergence of harvest-now-decrypt-later strategies.
    • Numerous contemporary security controls, including the most robust encryption techniques, have become obsolete and offer little efficacy.

    Common Obstacles

    • The complexity involved makes it challenging for organizations to incorporate quantum-resistant cryptography into their current IT infrastructure.
    • The endeavor of transitioning to quantum-resilient cryptography demands significant effort and time, with the specific requirements varying for each organization.
    • A lack of comprehensive understanding regarding the cryptographic technologies employed in existing IT systems poses difficulties in identifying and prioritizing systems for upgrading to post-quantum cryptography.

    Info-Tech's Approach

    • The development of quantum-resistant cryptography capabilities is essential for safeguarding the security and integrity of critical applications.
    • Organizations must proactively initiate their transition toward quantum-resistant encryption to ensure data protection.
    • Ensuring the security of corporate data assets should be of utmost importance for organizations, with special emphasis on those possessing highly critical information in light of the advancements in quantum technology.

    Info-Tech Insight

    The advent of quantum computing (QC) is closer than you think: some nations have demonstrated capability with the potential to break current asymmetric-key encryption. Traditional encryption methods will no longer be sufficient as a means of protection. You need to act now to begin your transformation to quantum-resistant encryption.

    Evolvement of QC theory and technologies

    1900-1975

    1976-1997

    1998-2018

    2019-Now

    1. 1900: Max Planck – The energy of a particle is proportional to its frequency: E = hv, where h is a relational constant.
    2. 1926: Erwin Schrödinger – Since electrons can affect each other's states, their energies change in both time and space. The total energy of a particle is expressed as a probability function.
    1. 1976: Physicist Roman Stanisław Ingarden publishes the paper "Quantum Information Theory."
    2. 1980: Paul Benioff describes the first quantum mechanical model of a computer.
    3. 1994: Peter Shor publishes Shor's algorithm.
    1. 1998: A working 2-qubit NMR quantum computer is used to solve Deutsch's problem by Jonathan A. Jones and Michele Mosca at Oxford University.
    2. 2003: DARPA Quantum Network becomes fully operational.
    3. 2011: D-Wave claims to have developed the first commercially available quantum computer, D-Wave One.
    4. 2018: the National Quantum Initiative Act was signed into law by President Donald Trump.
    1. 2019: A paper by Google's quantum computer research team was briefly available, claiming the project has reached quantum supremacy.
    2. 2020: Chinese researchers claim to have achieved quantum supremacy, using a photonic peak 76-qubit system known as Jiuzhang.
    3. 2021: Chinese researchers reported that they have built the world's largest integrated quantum communication network.
    4. 2022: The Quantinuum System Model H1-2 doubled its performance claiming to be the first commercial quantum computer to pass quantum volume 4096.

    Info-Tech Insight

    The advent of QC will significantly change our perception of computing and have a crucial impact on the way we protect our digital economy using encryption. The technology's applicability is no longer a theory but a reality to be understood, strategized about, and planned for.

    Fundamental physical principles and business use cases

    Unlike conventional computers that rely on bits, quantum computers use quantum bits or qubits. QC technology surpasses the limitations of current processing powers. By leveraging the properties of superposition, interference, and entanglement, quantum computers have the capacity to simultaneously process millions of operations, thereby surpassing the capabilities of today's most advanced supercomputers.

    A 2021 Hyperion Research survey of over 400 key decision makers in North America, Europe, South Korea, and Japan showed nearly 70% of companies have some form of in-house QC program.

    Three fundamental QC physical principles

    1. Superposition
    2. Interference
    3. Entanglement

    This is an image of two headings, Optimization; and Simulation. there are five points under each heading, with an arrow above pointing left to right, labeled Qbit Count.

    Info-Tech Insight

    Organizations need to reap the substantial benefits of QC's power, while simultaneously shielding against the same technologies when used by cyber adversaries.

    Percentage of Surveyed Companies That Have QC Programs

    • 31% Have some form of in-house QC program
    • 69% Have no QC program

    Early adopters and business value

    QC early adopters see the promise of QC for a wide range of computational workloads, including machine learning applications, finance-oriented optimization, and logistics/supply chain management.

    This is an image of the Early Adopters, and the business value drivers.

    Info-Tech Insight

    Experienced attackers are likely to be the early adopters of quantum-enabled cryptographic solutions, harnessing the power of QC to exploit vulnerabilities in today's encryption methods. The risks are particularly high for industries that rely on critical infrastructure.

    The need of quantum-safe solution is immediate

    Critical components of classical cryptography will be at risk, potentially leading to the exposure of confidential and sensitive information to the general public. Business, technology, and security leaders are confronted with an immediate imperative to formulate a quantum-safe strategy and establish a roadmap without delay.

    Case Study – Google, 2019

    In 2019, Google claimed that "Our Sycamore processor takes about 200 seconds to sample one instance of a quantum circuit a million times—our benchmarks currently indicate that the equivalent task for a state-of-the-art classical supercomputer would take approximately 10,000 years."
    Source: Nature, 2019

    Why You Should Start Preparation Now

    • The complexity with integrating QC technology into existing IT infrastructure.
    • The effort to upgrade to quantum-resilient cryptography will be significant.
    • The amount of time remaining will decrease every day.

    Case Study – Development in China, 2020

    On December 3, 2020, a team of Chinese researchers claim to have achieved quantum supremacy, using a photonic peak 76-qubit system (43 average) known as Jiuzhang, which performed calculations at 100 trillion times the speed of classical supercomputers.
    Source: science.org, 2020

    Info-Tech Insight

    The emergence of QC brings forth cybersecurity threats. It is an opportunity to regroup, reassess, and revamp our approaches to cybersecurity.

    Security threats posed by QC

    Quantum computers have reached a level of advancement where even highly intricate calculations, such as factoring large numbers into their primes, which serve as the foundation for RSA encryption and other algorithms, can be solved within minutes.

    Threat to data confidentiality

    QC could lead to unauthorized decryption of confidential data in the future. Data confidentiality breaches also impact improperly disposed encrypted storage media.

    Threat to authentication protocols and digital governance

    A recovered private key, which is derived from a public key, can be used through remote control to fraudulently authenticate a critical system.

    Threat to data integrity

    Cybercriminals can use QC technology to recover private keys and manipulate digital documents and their digital signatures.

    Example:

    Consider RSA-2048, a widely used public-key cryptosystem that facilitates secure data transmission. In a 2021 survey, a majority of leading authorities believed that RSA-2048 could be cracked by quantum computers within a mere 24 hours.
    Source: Quantum-Readiness Working Group, 2022

    Info-Tech Insight

    The development of quantum-safe cryptography capabilities is of utmost importance in ensuring the security and integrity of critical applications' data.

    US Quantum Computing Cybersecurity Preparedness Act

    The US Congress considers cryptography essential for the national security of the US and the functioning of the US economy. The Quantum Computing Cybersecurity Preparedness Act was introduced on April 18, 2022, and became a public law (No: 117-260) on December 21, 2022.

    Purpose

    The purpose of this Act is to encourage the migration of Federal Government information technology systems to quantum-resistant cryptography, and for other purposes.

    Scope and Exemption

    • Scope: Systems of government agencies.
    • Exemption: This Act shall not apply to any national security system.

    Main Obligations

    Responsibilities

    Requirements
    Inventory Establishment Not later than 180 days after the date of enactment of this Act, the Director of OMB, shall issue guidance on the migration of information technology to post-quantum cryptography.
    Agency Reports "Not later than 1 year after the date of enactment of this Act, and on an ongoing basis thereafter, the head of each agency shall provide to the Director of OMB, the Director of CISA, and the National Cyber Director— (1) the inventory described in subsection (a)(1); and (2) any other information required to be reported under subsection (a)(1)(C)."
    Migration and Assessment "Not later than 1 year after the date on which the Director of NIST has issued post-quantum cryptography standards, the Director of OMB shall issue guidance requiring each agency to— (1) prioritize information technology described under subsection (a)(2)(A) for migration to post-quantum cryptography; and (2) develop a plan to migrate information technology of the agency to post-quantum cryptography consistent with the prioritization under paragraph (1)."

    "It is the sense of Congress that (1) a strategy for the migration of information technology of the Federal Government to post-quantum cryptography is needed; and (2) the government wide and industry-wide approach to post- quantum cryptography should prioritize developing applications, hardware intellectual property, and software that can be easily updated to support cryptographic agility." – Quantum Computing Cybersecurity Preparedness Act

    The development of post-quantum encryption

    Since 2016, the National Institute of Standards and Technology (NIST) has been actively engaged in the development of post-quantum encryption standards. The objective is to identify and establish standardized cryptographic algorithms that can withstand attacks from quantum computers.

    NIST QC Initiative Key Milestones

    Date Development
    Dec. 20, 2016 Round 1 call for proposals: Announcing request for nominations for public-key post-quantum cryptographic algorithms
    Nov. 30, 2017 Deadline for submissions – 82 submissions received
    Dec. 21, 2017 Round 1 algorithms announced (69 submissions accepted as "complete and proper")
    Jan. 30, 2019 Second round candidates announced (26 algorithms)

    July 22, 2020

    Third round candidates announced (7 finalists and 8 alternates)

    July 5, 2022

    Announcement of candidates to be standardized and fourth round candidates
    2022/2024 (Plan) Draft standards available

    Four Selected Candidates to be Standardized

    CRYSTALS – Kyber

    CRYSTALS – Dilithium

    FALCON

    SPHINCS+

    NIST recommends two primary algorithms to be implemented for most use cases: CRYSTALS-KYBER (key-establishment) and CRYSTALS-Dilithium (digital signatures). In addition, the signature schemes FALCON and SPHINCS+ will also be standardized.

    Info-Tech Insight

    There is no need to wait for formal NIST PQC standards selection to begin your post-quantum mitigation project. It is advisable to undertake the necessary steps and allocate resources in phases that can be accomplished prior to the finalization of the standards.

    Prepare for post-quantum cryptography

    The advent of QC is closer than you think: some nations have demonstrated capability with the potential to break current asymmetric-key encryption. Traditional encryption methods will no longer be sufficient as a means of protection. You need to act now to begin your transformation to quantum-resistant encryption.

    This is an infographic showing the three steps: Threat is Imminent; Risks are Profound; and Take Acton Now.

    Insight summary

    Overarching Insight

    The advent of QC is closer than you think as some nations have demonstrated capability with the potential to break current asymmetric-key encryption. Traditional encryption methods will no longer be sufficient as a means of protection. You need to act now to begin your transformation to quantum-resistant encryption.

    Business Impact Is High

    The advent of QC will significantly change our perception of computing and have a crucial impact on the way we protect our digital economy using encryption. The technology's applicability is no longer a theory but a reality to be understood, strategized about, and planned for.

    It's a Collaborative Effort

    Embedding quantum resistance into systems during the process of modernization requires collaboration beyond the scope of a Chief Information Security Officer (CISO) alone. It is a strategic endeavor shaped by leaders throughout the organization, as well as external partners. This comprehensive approach involves the collective input and collaboration of stakeholders from various areas of expertise within and outside the organization.

    Leverage Industry Standards

    There is no need to wait for formal NIST PQC standards selection to begin your post-quantum mitigation project. It is advisable to undertake the necessary steps and allocate resources in phases that can be accomplished prior to the finalization of the standards.

    Take a Holistic Approach

    The advent of QC poses threats to cybersecurity. It's a time to regroup, reassess, and revamp.

    Blueprint benefits

    IT Benefits

    Business Benefits

    • This blueprint will help organizations to discover and then prioritize the systems to be upgraded to post-quantum cryptography.
    • This blueprint will enable organizations to integrate quantum-resistant cryptography into existing IT infrastructure.
    • Developing quantum-resistant cryptography capabilities is crucial to maintaining data security and integrity for critical applications.
    • This blueprint will help organizations to save effort and time needed upgrade to quantum-resilient cryptography.
    • Organizations will reap the substantial benefits of QC's power, while simultaneously shielding against the same technologies when used by cyber adversaries.
    • Avoid reputation and brand image by preventing data breach and leakage.
    • This blueprint will empower organizations to protect corporate data assets in the post-quantum era.
    • Be compliant with various security and privacy laws and regulations.

    Info-Tech Project Value

    Time, value, and resources saved to obtain buy-in from senior leadership team using our research material:

    1 FTEs*10 days*$100,000/year = $6,000

    Time, value, and resources saved to implement quantum-resistant cryptography using our research guidance:

    2 FTEs* 30 days*$100,000/year = $24,000

    Estimated cost and time savings from this blueprint:

    $6,000 + $24,000 =$30,000

    Get prepared for a post-quantum world

    The advent of sufficiently powerful quantum computers poses a risk of compromising or weakening traditional forms of asymmetric and symmetric cryptography. To safeguard data security and integrity for critical applications, it is imperative to undertake substantial efforts in migrating an organization's cryptographic systems to post-quantum encryption. The development of quantum-safe cryptography capabilities is crucial in this regard.

    Phase 1 - Prepare

    • Obtain buy-in from leadership team.
    • Educate your workforce about the upcoming transition.
    • Create defined projects to reduce risks and improve crypto-agility.

    Phase 2 - Discover

    • Determine the extent of your exposed data, systems, and applications.
    • Establish an inventory of classical cryptographic use cases.

    Phase 3 - Assess

    • Assess the security and data protection risks posed by QC.
    • Assess the readiness of transforming existing classical cryptography to quantum-resilience solutions.

    Phase 4 - Prioritize

    • Prioritize transformation plan based on criteria such as business impact, near-term technical feasibility, and effort, etc.
    • Establish a roadmap.

    Phase 5 - Mitigate

    • Implement post-quantum mitigations.
    • Decommissioning old technology that will become unsupported upon publication of the new standard.
    • Validating and testing products that incorporate the new standard.

    Phase 1 – Prepare: Protect data assets in the post-quantum era

    The rise of sufficiently powerful quantum computers has the potential to compromise or weaken conventional asymmetric and symmetric cryptography methods. In anticipation of a quantum-safe future, it is essential to prioritize crypto-agility. Consequently, organizations should undertake specific tasks both presently and in the future to adequately prepare for forthcoming quantum threats and the accompanying transformations.

    Quantum-resistance preparations must address two different needs:

    Reinforce digital transformation initiatives

    To thrive in the digital landscape, organizations must strengthen their digital transformation initiatives by embracing emerging technologies and novel business practices. The transition to quantum-safe encryption presents a unique opportunity for transformation, allowing the integration of these capabilities to evolve business transactions and relationships in innovative ways.

    Protect data assets in the post-quantum era

    Organizations should prioritize supporting remediation efforts aimed at ensuring the quantum safety of existing data assets and services. The implementation of crypto-agility enables organizations to respond promptly to cryptographic vulnerabilities and adapt to future changes in cryptographic standards. This proactive approach is crucial, as the need for quantum-safe measures existed even before the complexities posed by QC emerged.

    Preparation for the post-quantum world has been recommended by the US government and other national bodies since 2016.

    In 2016, NIST, the National Security Agency (NSA), and Central Security Service stated in their Commercial National Security Algorithm Suite and QC FAQ: "NSA believes the time is now right [to start preparing for the post-quantum world] — consistent with advances in quantum computing."
    Source: Cloud Security Alliance, 2021

    Phase 1 – Prepare: Key tasks

    Preparing for quantum-resistant cryptography goes beyond simply acquiring knowledge and conducting experiments in QC. It is vital for senior management to receive comprehensive guidance on the challenges, risks, and potential mitigations associated with the post-quantum landscape. Quantum and post-quantum education should be tailored to individuals based on their specific roles and the impact of post-quantum mitigations on their responsibilities. This customized approach ensures that individuals are equipped with the necessary knowledge and skills relevant to their respective roles.

    Leadership Buy-In

    • Get senior management commitment to post-quantum project.
    • Determine the extent of exposed data, systems, and applications.
    • Identify near-term, achievable cryptographic maturity goals, creating defined projects to reduce risks and improve crypto-agility.

    Roles and Responsibilities

    • The ownership should be clearly defined regarding the quantum-resistant cryptography program.
    • This should be a cross-functional team within which members represent various business units.

    Awareness and Education

    • Senior management needs to understand the strategic threat to the organization and needs to adequately address the cybersecurity risk in a timely fashion.
    • Educate your workforce about the upcoming transition. All training and education should seek to achieve awareness of the following items with the appropriate stakeholders.

    Info-Tech Insight

    Embedding quantum resistance into systems during the process of modernization requires collaboration beyond the scope of a CISO alone. It is a strategic endeavor shaped by leaders throughout the organization, as well as external partners. This comprehensive approach involves the collective input and collaboration of stakeholders from various areas of expertise within and outside the organization.

    Phase 2 – Discover: Establish a data protection inventory

    During the discovery phase, it is crucial to locate and identify any critical data and devices that may require post-quantum protection. This step enables organizations to understand the algorithms in use and their specific locations. By conducting this thorough assessment, organizations gain valuable insights into their existing infrastructure and cryptographic systems, facilitating the implementation of appropriate post-quantum security measures.

    Inventory Core Components

    1. Description of devices and/or data
    2. Location of all sensitive data and devices
    3. Criticality of the data
    4. How long the data or devices need to be protected
    5. Effective cryptography in use and cryptographic type
    6. Data protection systems currently in place
    7. Current key size and maximum key size
    8. Vendor support timeline
    9. Post-quantum protection readiness

    Key Things to Consider

    • The accuracy and thoroughness of the discovery phase are critical factors that contribute to the success of a post-quantum project.
    • It is advisable to conduct this discovery phase comprehensively across all aspects, not solely limited to public-key algorithms.
    • Performing a data protection inventory can be a time-consuming and challenging phase of the project. Breaking it down into smaller subtasks can help facilitate the process.
    • Identifying all information can be particularly challenging since data is typically scattered throughout an organization. One approach to begin this identification process is by determining the inputs and outputs of data for each department and team within the organization.
    • To ensure accountability and effectiveness, it is recommended to assign a designated individual as the ultimate owner of the data protection inventory task. This person should have the necessary responsibilities and authority to successfully accomplish the task.

    Phase 3 – Assess: The workflow

    Quantum risk assessment entails evaluating the potential consequences of QC on existing security measures and devising strategies to mitigate these risks. This process involves analyzing the susceptibility of current systems to attacks by quantum computers and identifying robust security measures that can withstand QC threats.

    Risk Assessment Workflow

    This is an image of the Risk Assessment Workflow

    By identifying the security gaps that will arise with the advent of QC, organizations can gain insight into the substantial vulnerabilities that core business operations will face when QC becomes a prevalent reality. This proactive understanding enables organizations to prepare and implement appropriate measures to address these vulnerabilities in a timely manner.

    Phase 4 – Prioritize: Balance business value, security risks, and effort

    Organizations need to prioritize the mitigation initiatives based on various factors such as business value, level of security risk, and the effort needed to implement the mitigation controls. In the diagram below, the size of the circle reflects the degree of effort. The bigger the size, the more effort is needed.

    This is an image of a chart where the X axis represents Security Risk level, and the Y axis is Business Value.

    QC Adopters Anticipated Annual Budgets

    This is an image of a bar graph showing the Anticipated Annual Budgets for QC Adopters.
    Source: Hyperion Research, 2022

    Hyperion's survey found that the range of expected budget varies widely.

    • The most selected option, albeit by only 38% of respondents, was US$5 million to US$15 million.
    • About one-third of respondents foresaw annual budgets that exceeded US$15 million, and one-fifth expected budgets to exceed US$25 million.

    Build your risk mitigation roadmap

    2 hours

    1. Review the quantum-resistance initiatives generated in Phase 3 – Assessment.
    2. With input from all stakeholders, prioritize the initiatives based on business value, security risks, and effort using the 2x2 grid.
    3. Review the position of all initiatives and adjust accordingly considering other factors such as dependency, etc.
    4. Place prioritized initiatives to a wave chart.
    5. Assign ownership and target timeline for each initiative.

    This is an image the Security Risk Vs. Business value graph, above an image showing Initiatives Numbered 1-7, divided into Wave 1; Wave 2; and Wave 3.

    Input

    • Data protection inventory created in phase 2
    • Risk assessment produced in phase 3
    • Business unit leaders' and champions' understanding (high-level) of challenges posed by QC

    Output

    • Prioritization of quantum-resistance initiatives

    Materials

    • Whiteboard/flip charts
    • Sticky notes
    • Pen/whiteboard markers

    Participants

    • Quantum-resistance program owner
    • Senior leadership team
    • Business unit heads
    • Chief security officer
    • Chief privacy officer
    • Chief information officer
    • Representatives from legal, risk, and governance

    Phase 5 – Mitigate: Implement quantum-resistant encryption solutions

    To safeguard against cybersecurity risks and threats posed by powerful quantum computers, organizations need to adopt a robust defense-in-depth approach. This entails implementing a combination of well-defined policies, effective technical defenses, and comprehensive education initiatives. Organizations may need to consider implementing new cryptographic algorithms or upgrading existing protocols to incorporate post-quantum encryption methods. The selection and deployment of these measures should be cost-justified and tailored to meet the specific needs and risk profiles of each organization.

    Governance

    Implement solid governance mechanisms to promote visibility and to help ensure consistency

    • Update policies and documents
    • Update existing acceptable cryptography standards
    • Update security and privacy audit programs

    Industry Standards

    • Stay up to date with newly approved standards
    • Leverage industry standards (i.e. NIST's post-quantum cryptography) and test the new quantum-safe cryptographic algorithms

    Technical Mitigations

    Each type of quantum threat can be mitigated using one or more known defenses.

    • Physical isolation
    • Replacing quantum-susceptible cryptography with quantum-resistant cryptography
    • Using QKD
    • Using quantum random number generators
    • Increasing symmetric key sizes
    • Using hybrid solutions
    • Using quantum-enabled defenses

    Vendor Management

    • Work with key vendors on a common approach to quantum-safe governance
    • Assess vendors for possible inclusion in your organization's roadmap
    • Create acquisition policies regarding quantum-safe cryptography

    Research Contributors and Experts

    This is a picture of Adib Ghubril

    Adib Ghubril
    Executive Advisor, Executive Services
    Info-Tech Research Group

    This is a picture of Erik Avakian

    Erik Avakian
    Technical Counselor
    Info-Tech Research Group

    This is a picture of Alaisdar Graham

    Alaisdar Graham
    Executive Counselor
    Info-Tech Research Group

    This is a picture of Carlos Rivera

    Carlos Rivera
    Principal Research Advisor
    Info-Tech Research Group

    This is a picture of Hendra Hendrawan

    Hendra Hendrawan
    Technical Counselor
    Info-Tech Research Group

    This is a picture of Fritz Jean-Louis

    Fritz Jean-Louis
    Principal Cybersecurity Advisor
    Info-Tech Research Group

    Bibliography

    117th Congress (2021-2022). H.R.7535 - Quantum Computing Cybersecurity Preparedness Act. congress.gov, 21 Dec 2022.
    Arute, Frank, et al. Quantum supremacy using a programmable superconducting processor. Nature, 23 Oct 2019.
    Bernhardt, Chris. Quantum Computing for Everyone. The MIT Press, 2019.
    Bob Sorensen. Quantum Computing Early Adopters: Strong Prospects For Future QC Use Case Impact. Hyperion Research, Nov 2022.
    Candelon, François, et al. The U.S., China, and Europe are ramping up a quantum computing arms race. Here's what they'll need to do to win. Fortune, 2 Sept 2022.
    Curioni, Alessandro. How quantum-safe cryptography will ensure a secure computing future. World Economic Forum, 6 July 2022.
    Davis, Mel. Toxic Substance Exposure Requires Record Retention for 30 Years. Alert presented by CalChamber, 18 Feb 2022.
    Eddins, Andrew, et al. Doubling the size of quantum simulators by entanglement forging. arXiv, 22 April 2021.
    Gambetta, Jay. Expanding the IBM Quantum roadmap to anticipate the future of quantum-centric supercomputing. IBM Research Blog, 10 May 2022.
    Golden, Deborah, et al. Solutions for navigating uncertainty and achieving resilience in the quantum era. Deloitte, 2023.
    Grimes, Roger, et al. Practical Preparations for the Post-Quantum World. Cloud Security Alliance, 19 Oct 2021.
    Harishankar, Ray, et al. Security in the quantum computing era. IBM Institute for Business Value, 2023.
    Hayat, Zia. Digital trust: How to unleash the trillion-dollar opportunity for our global economy. World Economic Forum, 17 Aug 2022.
    Mateen, Abdul. What is post-quantum cryptography? Educative, 2023.
    Moody, Dustin. Let's Get Ready to Rumble—The NIST PQC 'Competition.' NIST, 11 Oct 2022.
    Mosca, Michele, Dr. and Dr. Marco Piani. 2021 Quantum Threat Timeline Report. Global Risk Institute, 24 Jan 2022.
    Muppidi, Sridhar and Walid Rjaibi. Transitioning to Quantum-Safe Encryption. Security Intelligence, 8 Dec 2022.
    Payraudeau, Jean-Stéphane, et al. Digital acceleration: Top technologies driving growth in a time of crisis. IBM Institute for Business Value, Nov 2020.
    Quantum-Readiness Working Group (QRWG). Canadian National Quantum-Readiness- Best Practices and Guidelines. Canadian Forum for Digital Infrastructure Resilience (CFDIR), 17 June 2022.
    Rotman, David. We're not prepared for the end of Moore's Law. MIT Technology Review, 24 Feb 2020.
    Saidi, Susan. Calculating a computing revolution. Roland Berger, 2018.
    Shorter., Ted. Why Companies Must Act Now To Prepare For Post-Quantum Cryptography. Forbes.com, 11 Feb 2022.
    Sieger, Lucy, et al. The Quantum Decade, Third edition. IBM, 2022.
    Sorensen, Bob. Broad Interest in Quantum Computing as a Driver of Commercial Success. Hyperion Research, 17 Nov 2021.
    Wise, Jason. How Much Data is Created Every Day in 2022? Earthweb, 22 Sept 2022.
    Wright, Lawrence. The Plague Year. The New Yorker, 28 Dec 2020.
    Yan, Bao, et al. Factoring integers with sublinear resources on a superconducting quantum processor. arXiv, 23 Dec 2022.
    Zhong, Han-Sen, et al. Quantum computational advantage using photons. science.org, 3 Dec 2020.

    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

    Business Process Controls and Internal Audit

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    • Parent Category Name: Security and Risk
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    Establish an Effective System of Internal IT Controls to Mitigate Risks.

    Demystify the New PMBOK Guide and PMI Certifications

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    • Parent Category Name: Portfolio Management
    • Parent Category Link: /portfolio-management
    • There is lots of confusion with the latest edition of A Guide to The Project Management Body of Knowledge (PMBOK Guide).
    • The Project Management Professional (PMP) certification is not satisfying the needs of PMOs.
    • There is still a divide on whether the focus should be on the PMP or an Agile-related certification.
    • The PMP certification has lost its sizzle while other emerging certifications have started to penetrate the market. It’s hard to distinguish which certifications still hold weight.

    Our Advice

    Critical Insight

    • The PMP certification is still valuable and worth your time in 2023.
    • There are still over a million active PMP-certified individuals worldwide.
    • PMP can make you more money.

    Impact and Result

    • Study the market trends for certification options as they emerge and evolve.
    • Go with longstanding, reputable certifications, but be ready to pivot if they are not adding value.
    • Look at the job market as an indicator of certification demands.
    • There are a lot of certification options out there, and every day there seems to be a new one that pops up. Wait and see how the market reacts before investing your time and money in a new certification.

    Demystify the New PMBOK Guide and PMI Certifications Research & Tools

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

    1. Demystify the New PMBOK and PMI Certifications Storyboard – A guide to validate if the PMP is still valuable. It will also provide clarity related to the updated PMBOK 7th edition.

    This publication will validate if the PMP certification is still valuable and worth your time. In addition, you will gain different perspectives related to other PMI and non-PMI certifications. You will gain a better understanding of the evolution of the PMBOK Guide, and the significant changes made from PMBOK 6th edition to the 7th edition.

    • Demystify the New PMBOK and PMI Certifications Storyboard
    [infographic]

    Further reading

    Demystify the New PMBOK Guide and the PMI Certifications

    The PMP certification is still valuable and worth your time in 2023.

    Analyst Perspective

    The PMP (Project Management Professional) certification is still worth your time.

    Long Dam

    I often get asked, “Is the PMP worth it?” I then proceed with a question of my own: “If it gets you an interview or a foot in the door or bolsters your salary, would it be worth it?” Typically, the answer is a resounding “YES!”

    CIO magazine ranked the PMP as the top project management certification in North America because it demonstrates that you have the specific skills employers seek, dedication to excellence, and the capacity to perform at the highest levels.

    Given its popularity and the demand in the marketplace, I strongly believe it is still worth your time and investment. The PMP is a globally recognized certification that has dominated for decades. It is hard to overlook the fact that the Project Management Institute (PMI) has more than 1.2 million PMP certification holders worldwide and is still considered the gold standard for project management.

    Yes, it’s worth it. It gets you interviews, a foot in the door, and bolsters your salary. Oh, and it makes you a more complete project manager.

    Long Dam, PMP, PMI-ACP, PgMP, PfMP

    Principal Research Director, Project Portfolio Management Practice
    Info-Tech Research Group

    Executive Summary

    Your Challenge

    • There is lots of confusion with the latest A Guide to The Project Management Body of Knowledge (aka PMBOK Guide).
    • The Project Management Professional (PMP) certification is not satisfying the needs of PMOs.
    • There is still a divide on whether the focus should be on the PMP or an Agile-related certification.

    The PMP certification has lost its sizzle while other emerging certifications have started to penetrate the market. It’s hard to distinguish which certification still holds weight.

    Common Obstacles

    • Poor understanding and lack of awareness of other PMI certifications outside of the PMP.
    • There are too many competing certifications out there, and it’s hard to decipher which ones to choose.
    • PMI certifications typically take a lot of effort to obtain and maintain.

    There are other, less intensive certifications available. It’s unclear what will be popular in the future.

    Info-Tech's Approach

    • Study the market trends for certification options as they emerge and evolve.
    • Go with longstanding reputable certifications, but be ready to pivot if they are not adding value.
    • Look at the job market as an indicator for certification demands.

    There are a lot of certification options out there, and every day there seems to be a new one that pops up. Wait and see how the market reacts before investing your time and money in a new certification.

    Info-Tech Insight

    The PMP certification is still valuable and worthy of your time in 2023.

    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."

    Guide 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 knowledge to take this project on. We need assistance through the entirety of the this project."

    Diagnostics and consistent frameworks are used throughout all four options.

    The PMP dominated the market for decades and got over 1 million people certified

    Total active project management professional holders from December 2021 versus July 2022

    Info-Tech Insight

    The PMI’s flagship PMP certification numbers have not significantly increased from 2021 to 2022. However, PMP substantially outpaces all competitors with over 1.2 million certified PMPs.

    Source: projectmanagement.com

    The PMP penetrated over 200 countries

    PMP is the global project management gold standard.

    • CIO magazine ranked the PMP as the top project management certification because it demonstrates you have the specific skills employers seek, dedication to excellence, and the capacity to perform at the highest levels.
    • It delivers real value in the form of professional credibility, deep knowledge, and increased earning potential. Those benefits have staying power.
    • The PMP now includes predictive, Agile, and hybrid approaches.
    • The PMP demonstrates expertise across the wide array of planning and work management styles.

    Source: PMI, “PMP Certification.” PMI, “Why You Should Get the PMP.”

    The PMP was valuable in the past specifically because it was the standard

    79% of project managers surveyed have the PMP certification out of 30,000 respondents in 40 countries.

    The PMP became table stakes for jobs in project management and PMO’s.

    Work desk with project management written in middle. Arrows point to: Goals, planning, risks, control, teamwork, cost, communication, and problem solving.

    Source: PMI’s Earning Power: Project Management Salary Survey—Twelfth Edition (2021)

    The PMP put itself on a collision course with Agile

    • The Agile Certified Practitioner (PMI-ACP) was introduced in 2012 which initially clashed with the PMP for project management supremacy from the PMI.
    • Then the Disciplined Agile (DA) was introduced in 2019, which further compounded the issue and caused even more confusion with both the PMP and the PMI-ACP certification.
    • Instead of complementing the PMP, these certifications began to inadvertently compete with it head-to-head.

    There is a new PMBOK Guide Seventh Edition in town

    The PMI made its most significant changes between 2017 and 2021.

    Chart showing editions of the PMBOK guide from 1996 to 2021.

    Timeline adapted from Wikipedia, “Project Management Body of Knowledge.”

    Roughly every 3-5 years, the PMI has released a new PMBOK version. It’s unclear if there will be an eighth edition.

    The market got confused by PMBOK Guide – Seventh Edition

    PMBOK guide version 5 considered the gold standard, version 6 first included Agile and version 7 was the most radical change.

    • Die-hard traditional project managers have a hard time grasping why the PMI messed around with the PMBOK Guide. There is sentiment that the PMBOK Guide V7 got diluted.
    • Naysayers do not think that the PMBOK Guide V7 hit the mark and found it to be a concession to Agilists.
    • The PMBOK Guide V7 was significantly trimmed down by almost two-thirds to 274 pages whereas the PMBOK V6 ballooned to 756 pages!
    • Some Agile practitioners found this to be a refreshing, bold move from the PMI. Most, however, ignored or resisted it.
    PMBOK Guide: A guide to the Project Management Body of Knowledge Seventh Edition.  AND The Standard for Project Management.

    PMBOK Guide – Seventh edition released in 2021

    • The PMBOK Guide – Seventh Edition was released in late 2021. It was the most radical change since 1987. For the first time, the PMI went from a process-based standard to a principles-based standard, and the guide went from knowledge areas to project performance domains. This may have diluted the traditional predictive project management practices. However, it was offset by incorporating more iterative, Agile, and hybrid approaches.
    • The market is confused and is clearly shifting toward Agile and away from the rigor that is typically associated with the PMI.
    • The PMI transitioned most of the process-based standards & ITTO to their new digital PMIStandards+ online platform, which can be found here (access for PMI members only).
    • The PMBOK Guide is not the sole basis of the certification exam; however, it can be used as one of several reference resources. Using the exam content outline (ECO) is the way forward, which can be found here.

    The Agile certification seems to be the focus for the PMI in the coming years

    • The PMI started to get into the Agile game with the introduction of Agile certifications, which is where all the confusion started. Although the PMI-ACP & the DASM have seen a steady uptake recently, it appears to be at the expense of the PMP certification.
    • The PMI acquired the Discipline Agile (DA) in late 2019, which expanded their offerings and capabilities for project managers and teams to choose their “way of working.”
    • This was an important milestone for the PMI to address the new way of working for Agile practitioners with this offering to provide more options and to better support enterprise agility.
    PMI-ACP & the DASM have seen a steady uptake recently.

    Source: projectmanagement.com as of July 2022

    The PMI has lost more certified PMPs than they have gained so far in 2022

    The PMI has lost more certified PMPs than they have gained so far in 2022.

    PMP

    PMP – Project Management Professional

    It is a concerning trend that their bread and butter, the PMP flagship certification, has largely stalled in 2022. We are unsure if this was attributed to them being displaced by competitors such as the Agile Alliance, their own Agile offerings, or the market’s lackluster reaction to PMBOK Guide – Seventh Edition.

    Source: projectmanagement.com as of July 2022

    The PMI’s total memberships have stalled since September 2021

    The PMIs total memberships have stalled since September 2021.

    PMI: Project Management Insitute

    The PMI’s membership appears to have a direct correlation to the PMP numbers. As the PMP number stalls, so do the PMI’s memberships.

    Source: projectmanagement.com as of July 2022

    The PMP and the PMBOK Guide are more focused on project management

    The knowledge and skills were not all that helpful for running programs, portfolios, and PMOs.
    • It became evident that other certifications were more tightly aligned to program and portfolio management for the PMOs. The PMI provides the following:
      • Program Management Professional (PgMP)
      • Portfolio Management Professional (PfMP)
    • Axelos also has certifications for program management and portfolio management, such as:
      • Managing Successful Programmes (MSP)
      • Management of Portfolios (MoP)
      • Portfolio, Programme, and Project Offices (P3O)

    The market didn’t know what to do with the PgMP or the PfMP

    These were relatively unknown certifications for Program and Portfolio Management.

    • The PMI’s story was that you would start as a project manager with the PMP certification and then the natural progression would be toward either Program Management (PgMP) or Portfolio Management (PfMP).
    • The uptake for the PgMP and the PfMP certification has been insignificant and underwhelming. The appetite and the demand for PMO-aligned certifications has been lackluster since their inception.
    PgMP - Program Management Professional and PfMP - Portfolio Management Professioanal Certifications are relatively unkown. PgMP only has 3780 members since 2007, and PfMP has 1266 since 2014.

    Source: projectmanagement.com as of July 2022

    There are other non-PMI certifications to consider

    Depending on your experience level

    List of non-PMI certifications based on specialization. List of non-PMI certifications based on years of experience.  Divided into 3 categories: 0-3 years, 3+ years, and 8+ years of experience.

    Other non-PMI project management certifications

    Non-PMI project management certifications

    PRINCE2 and CSM appear to be the more popular ones in the market.

    In April 2022, CIO.com outlined other popular project management certifications outside of the PMI.

    Source: CIO.com

    Project managers have an image problem among senior leaders

    There is a perception that PMs are just box-checkers and note-takers.

    • Project managers are seen as tactical troubleshooters rather than strategic partners. This suggests a widespread lack of understanding of the value and impact of project management at the C-suite level.
    • Very few C-suite executives associate project managers with "realizing visions," being "essential," or being "changemakers."
    • Strong strategic alignment between the PMO and the C-suite helps to reinforce the value of project management capabilities in achieving wider strategic aims.

    Source: PMI, Narrowing The Talent Gap, 2021

    Hiring practices have yet to change in response to the PMI’s moves

    The PMP is still the standard, even for organizations transitioning to Agile and PMO/portfolio jobs.

    • Savvy business leaders are still unsure about how Agile will impact them in the long term.
    • According to the Narrowing the Talent Gap report, PMI and PwC’s latest global research indicates that talent strategies haven’t changed much. There’s a widespread lack of focus on developing and retaining existing project managers, and a lack of variety and innovation in attracting and recruiting new talent. The core problem is that there isn’t a business case for investment in talent.

    Noteworthy Agile certifications to consider

    AGILE Certified Practioner(PMI-ACP) and Certified ScrumMaster(CSM) certification details.

    Source: PMI, “Agile Certifications,” and ScrumAlliance, “Become a Certified ScrumMaster.”

    Info-Tech Insight

    There is a lot of chatter about which Agile certification is better, and the jury is still out with no consensus. There are pros and cons to both certifications. We believe the PMI-ACP will give you more mileage and flexibility because of its breath of coverage in the Agile practice compared to the CSM.

    The talent shortage is a considerable risk to organizations

    • According to the PMI’s 2021 Talent Gap report1, the talent gap is likely to impact every region. By 2030, at least 13 million project managers are expected to have retired, creating additional challenges for recruitment. To close the gap, 25 million new project professionals are needed by 2030.
    • Young project managers will change the profession. Millennials and Generation Z are bringing fresh perspectives to projects. Learning to work alongside these younger generations isn't optional, as they increasingly dominate the labor force and extend their influence.
    • Millennials have already arrived: According to Pew Research2, this group surpassed Gen X in 2016 and is now the largest generation in the US labor force.

    1. PMI, Talent Gap, 2021.
    2. PM Network, 2019.

    Money talks – the PMP is still your best payoff

    It is a financially rewarding profession!

    The median salary for PMP holders in the US is 25% higher than those without PMP certification.

    On a global level, the Project Management Professional (PMP) certification has been shown to bolster salary levels. Holders of the PMP certification report higher median salaries than those without a PMP certification – 16% higher on average across the 40 countries surveyed.

    Source: PMI, Earning Power, 2021

    Determine which skills and capabilities are needed in the coming years

    • A scan of 2022 PM and PMO postings still shows continued dominance of the PMP certification requirement.
    • People and relationships have become more important than predicting budgets and timelines.
    • The PMI and PwC Global Survey on Transformation and Project Management 2021 identified the top five skills/capabilities for project managers (in order of priority):
      1. Relationship building
      2. Collaborative leadership
      3. Strategic thinking
      4. Creative problem solving
      5. Commercial awareness

    Source: PMI, Narrowing The Talent Gap, 2021.

    Prepare for product delivery by focusing on top digital-age skills

    According to the PMI Megatrends 2022 report, they have identified six areas as the top digital-age skills for product delivery:

    1. Innovative mindset
    2. Legal and regulatory compliance knowledge
    3. Security and privacy knowledge
    4. Data science skills
    5. Ability to make data-driven decisions
    6. Collaborative leadership skills

    Many organizations aren’t considering candidates who don’t have project-related qualifications. Indeed, many more are increasing the requirements for their qualifications than those who are reducing it.

    Source: PMI, Narrowing The Talent Gap, 2021

    Prioritize training and development at the C-suite level

    Currently, there is an imbalance with more emphasis of training on tools, processes, techniques, and methodologies rather than business acumen skills, collaboration, and management skills. With the explosion of remote work, training needs to be revamped and, in some cases, redesigned altogether to accommodate remote employees.

    Train of gears Labeled: Training. Gears from left to right are labeled: Knowledge, coaching, skills, developement, and experience.

    Lack of strategic prioritization is evident in how training and development is being done, with organizations largely not embracing a diversity of learning preferences and opportunities.

    Source: PMI, Narrowing The Talent Gap, 2021

    PM is evolving into a more strategic role

    • Ensure program and portfolio management roles are supported by the most appropriate certifications.
    • For project managers that have evolved beyond the iron triangle of managing projects, there is applicability to the PgMP and the PfMP for program managers, portfolio managers, and those in charge of PMOs.
    • Although these certifications have not been widely adopted due to lack of awareness and engagement at the decision-maker level, they still hold merit and prestige within the project management community.

    Project managers are evolving. No longer creatures of scope, schedule, and budget alone, they are now – enabled by new technology – focusing on influencing outcomes, building relationships, and achieving the strategic goals of their organizations.

    Source: PMI, Narrowing the Talent Gap, 2021

    Overhaul your recruitment practices to align with skills/capabilities

    World map with cartoon profile images, linked in a network.

    Talent managers will need to retool their toolbox to fill the capability gap and to look beyond where the role is geographically based by embracing flexible staffing models.

    They will need to evolve their talent strategies in line with changing business priorities.

    Organizations should be actively working to increase the diversity of candidates and upskilling young people in underrepresented communities as a priority.

    Most organizations are still relying on traditional approaches to recruit talent. Although we are prioritizing power skills and business acumen, we are still searching in the same, shrinking pool of talent.

    Source: PMI, Narrowing the Talent Gap, 2021.

    Bibliography

    “Agile Certifications for Every Step in Your Career.” PMI. Web.

    “Become a Certified ScrumMaster and Help Your Team Thrive.” ScrumAlliance. Web.

    “Become a Project Manager.” PMI. Accessed 14 Sept. 2022.

    Bucero, A. “The Next Evolution: Young Project Managers Will Change the Profession: Here's What Organizations Need to Know.” PM Network, 2019, 33(6), 26–27.

    “Certification Framework.” PMI. Accessed 14 Sept. 2022.

    “Certifications.” PMI. Accessed 14 Sept. 2022.

    DePrisco, Mike. Global Megatrends 2022. “Foreword.” PMI, 2022. Accessed 14 Sept. 2022.

    Earning Power: Project Management Salary Survey. 12th ed. PMI, 2021. Accessed 14 Sept. 2022.

    “Global Research From PMI and PwC Reveals Attributes and Strategies of the World’s Leading Project Management Offices.” PMI, 1 Mar. 2022. Press Release. Accessed 14 Sept. 2022.

    Narrowing the Talent Gap. PMI, 2021. Accessed 14 Sept. 2022.

    “PMP Certification.” PMI. Accessed 4 Aug. 2022.

    “Project Management Body of Knowledge.” Wikipedia, Wikimedia Foundation, 29 Aug. 2022.

    “Project Portfolio Management Pulse Survey 2021.” PwC. Accessed 30 Aug. 2022.

    Talent Gap: Ten-Year Employment Trends, Costs, and Global Implications. PMI. Accessed 14 Sept. 2022.

    “The Critical Path.” ProjectManagement.com. Accessed 14 Sept. 2022.

    “True Business Agility Starts Here.” PMI. Accessed 14 Sept. 2022.

    White, Sarah K. and Sharon Florentine. “Top 15 Project Management Certifications.” CIO.com, 22 Apr. 2022. Web.

    “Why You Should Get the PMP.” PMI. Accessed 14 Sept. 2022.

    Domino – Maintain, Commit to, or Vacate?

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    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.

    Modernize Your Microsoft Licensing for the Cloud Era

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    • Parent Category Name: Licensing
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    • Microsoft licensing is complicated. Often, the same software can be licensed a number of ways. It’s difficult to know which edition and licensing model is best.
    • Licensing and features often change with the release of new software versions, compounding the problem by making it difficult to stay current.
    • In tough economic times, IT is asked to reduce capital and operating expenses wherever possible. As one of the top five expense items in most enterprise software budgets, Microsoft licensing is a primary target for cost reduction.

    Our Advice

    Critical Insight

    • Focus on needs first. Conduct a thorough needs assessment and document the results. Well-documented needs will be your best asset in navigating Microsoft licensing and negotiating your agreement.
    • Beware the bundle. Be aware when purchasing the M365 suite that there is no way out. Negotiating a low price is critical, as all leverage swings to Microsoft once it is on your agreement.
    • If the cloud doesn’t fit, be ready to pay up or start making room. Microsoft has drastically reduced discounting for on-premises products, support has been reduced, and product rights have been limited. If you are planning to remain on premises, be prepared to pay up.

    Impact and Result

    • Understand what your organization needs and what your business requirements are. It’s always easier to purchase more later than try to reduce your spend.
    • Complete cost calculations carefully, as the cloud might end up costing significantly more for the desired feature set. However, in some scenarios, it may be more cost efficient for organizations to license in the cloud.
    • If there are significant barriers to cloud adoption, discuss and document them. You’ll need this documentation in three years when it’s time to renew your agreement.

    Modernize Your Microsoft Licensing for the Cloud Era Research & Tools

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

    1. Modernize Your Microsoft Licensing Deck – A deck to help you build a strategy for your Microsoft licensing renewal.

    This storyboard will help you build a strategy for your Microsoft licensing renewal from conducting a thorough needs assessment to examining your licensing position, evaluating Microsoft's licensing options, and negotiations.

    • Modernize Your Microsoft Licensing for the Cloud Era – Phases 1-4

    2. Microsoft Cloud Products Cost Modeler – A tool to model estimated costs for Microsoft's cloud products.

    The Microsoft Cloud Products Cost Modeler will provide a rough estimate of what you can expect to pay for Office 365 or Dynamics CRM licensing, before you enter into negotiations. This is not your final cost, but it will give you an idea.

    • Microsoft Cloud Products Cost Modeler

    3. Microsoft Licensing Purchase Reference Guide - A template to capture licensing stakeholder information, proposed changes to licensing, and negotiation items.

    The Microsoft Licensing Purchase Reference Guide can be used throughout the process of licensing review: from initial meetings to discuss compliance state and planned purchases, to negotiation meetings with resellers. Use it in conjunction with Info-Tech's Microsoft Licensing Effective License Position Template.

    • Microsoft Licensing Purchase Reference Guide

    4. Negotiation Timeline for Microsoft – A template to navigate your negotiations with Microsoft.

    This tool will help you plot out your negotiation timeline, depending on where you are in your contract negotiation process.

  • 6-12 months
  • Less than 3 months
    • Negotiation Timeline for Microsoft – Visio
    • Negotiation Timeline for Microsoft – PDF

    5. Effective Licensing Position Tool – A template to help you create an effective licensing position and determine your compliance position.

    This template helps organizations to determine the difference between the number of software licenses they own and the number of software copies deployed. This is known as the organization’s effective license position (ELP).

    • Effective Licensing Position Tool
    [infographic]

    Establish Effective Data Stewardship

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    • Data stewardship is a critical function in modern data governance. Every data-driven firm needs stewards who can tackle data issues and challenges rapidly. Data stewards help to reach agreement on data definition, quality, and usage. They direct efforts aimed at completing metadata, improving data quality, and ensuring regulatory compliance.
    • Stewards must also provide recommendations regarding data access, security, distribution, retention, archiving, and disposal.

    Our Advice

    Critical Insight

    • While the data steward role is crucial to establishing and sustaining effective governance of data, it is the role in the data governance operating structure that is often left ambiguous.
    • It is often perceived as requiring incremental IT skills and one with all new or unfamiliar functions.
    • In the ambition and haste to deliver on data governance, the various data governance role titles are communicated out to the wider organization, with data stewards especially left wondering: “Why am I being asked to be a data steward? What is expected of me? How will succeed in this role?”

    Impact and Result

    To establish effective and impactful data stewardship:

    • Clearly articulate the data stewardship value proposition.
    • Formally design and detail the data steward role, including functions, capabilities, etc.
    • Set up your data stewards for success: having a detailed role definition on paper is certainly not enough. Ensure you go the extra mile to deliver relevant training such as data stewardship onboarding, awareness program, etc.

    Establish Effective Data Stewardship Research & Tools

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

    1. Establish Effective Data Stewardship Storyboard – Research that provides a step-by-step approach to aid in the successful establishment of data steward role.

    Use this deck to establish a solid data governance foundation in your organization. Start by defining the value of data stewardship and data governance and demystifying the role.

    • Establish Effective Data Stewardship – Phases 1-3

    2. Data Governance Role Accelerator Kit – A brief deck that defines the clear functions for different roles in data governance.

    This brief guide outlines how to adapt a data governance organizational structure for your organization and defines the roles of data owner, data steward, and data custodian.

    • Data Governance Roles Accelerator Kit
    [infographic]

    Further reading

    Establish Effective Data Stewardship

    Leverage your organization's business subject matter experts to drive impactful data use and handling.

    Analyst perspective

    Leverage your organization's business subject matter experts to drive impactful data use and handling.

    Data stewards bring valuable expertise and knowledge about their business areas: priorities, business capabilities and processes, and challenges and opportunities with respect to data. Because this knowledge cannot be easily replicated, going outside your organization to hire a data steward is not the most effective route.

    While it may seem difficult, organizing internally to harvest the already existing institutional knowledge of your business subject matter experts (SMEs) will give a better – and faster – return when setting up and formalizing data stewardship.

    The role must be well defined and communicated. We cannot expect SMEs to wear a hat without understanding the expectations for their role. They must be set up for success – they must be empowered, recognized, and rewarded.

    Crystal Singh, Director, Research and Advisory, Data and Analytics Practice

    Crystal Singh
    Director, Research and Advisory, Data and Analytics Practice
    Info-Tech Research Group

    Phase breakdown

    Phase 1: Data Stewardship Value Proposition

    • Define the value of data stewardship and data governance, their importance, and the relationship between them.
    • Determine where data stewards fit in the bigger data governance operating structure. The data steward role will not be effective without the other data governance roles.
    • Highlight the gains of effective data stewardship: e.g. data quality management, data definition, data sharing, and the ethical use and handling of data.

    Phase breakdown

    Phase 2: Data Steward Role Design

    • Who makes a good data steward? Important knowledge and skills include subject area expertise, institutional knowledge, collaborative skills, interpersonal, and political skills, an understanding of your organization's culture, and the ability to build good partnerships across business functions and with data management.
    • Seek out SMEs from within your organization. This may require you to mold and shape individuals to step up and into the role. An external hire will give capacity but will be more difficult (and time consuming) to ramp up.
    • Consult internally in your organization. For example, consult and liaise with Human Resources (HR) to determine if job descriptions need to be updated, if there would be any impact to compensation, etc.
    • Determine if this role needs to be a full-time role.
    • Demystify the role. Clarify that this is not an IT role and therefore will not require IT skills.
    • Leverage Info-Tech data governance patterns:
      • Data Stewardship in Action – Sample Data Quality Issue Resolution Process Template and Business Term and Data Definitions
      • Sample Data Steward (and Data Owner) to Data Domain Mapping

    Phase breakdown

    Phase 3: Strategies for Data Stewardship Success

    • Establish a solid data governance foundation in your organization.
    • Develop data stewardship onboarding: e.g. literacy and training, and frequently asked questions (FAQs).
    • Gain support from data owners, the director general (DG) committee, data leadership, and executive leaders/champions.
    • Set up rewards and recognition for the role.
    • Establish a feedback loop/mechanism for data stewards so the stewardship program can be adjusted accordingly.
    • Establish communication and create awareness of the role.

    Establishing effective data stewardship

    Leverage your organization's business SMEs to drive impactful data use and handling.

    Unlock the value of data through people.

    Data Steward Value Proposition
    Clearly articulate the data stewardship value proposition. What's in it for the person, their line of business or mandate, and your organization as a whole.

    Data Steward Role Design
    Formally design and define the role of a data steward, including the functions and capabilities.

    Strategies for Success
    Set up your data stewards for success. Having a detailed role definition on paper is not enough. Ensure that you go the extra mile to deliver the relevant training, such as data stewardship onboarding and an awareness program.

    Executive summary

    Your Challenge Common Obstacles Info-Tech's Approach
    Data stewardship is a critical function in modern data governance. Every data-driven firm needs stewards who can rapidly tackle data issues and challenges. Data stewards help to reach agreement on data definition, quality, and usage. They direct efforts aimed at completing metadata, improving data quality, and ensuring regulatory compliance.
    Stewards must also provide recommendations regarding data access, security, distribution, retention, archiving, and disposal.
    While the data steward role is crucial to establishing and sustaining the effective governance of data, it is the role in the data governance operating structure that is often left unclear, ambiguous, and open to misinterpretation.
    It is often perceived as requiring incremental IT skills and one with all new or unfamiliar functions.
    In the ambition and haste to deliver on data governance, the various data governance role titles are communicated to the wider organization, often leaving data stewards wondering why they are being asked to be a data steward, what is expected of them, and how they will succeed in this role.
    Info-Tech's approach to establish effective and impactful data stewardship:
    • Clearly articulate the data stewardship value proposition.
    • Formally design and define the role of data steward, including the functions and capabilities.
    • Set up your data stewards for success. Having a detailed role definition on paper is not enough. Ensure that you go the extra mile to deliver the relevant training, such as data stewardship onboarding and an awareness program.

    Info-Tech Insight
    Effective data governance requires a solid foundation. Data stewards provide the foundation for data governance. The time and effort to define this role properly will yield sound data governance return.

    Phase 1: Data Stewardship Value Proposition

    What is the VALUE of a DATA STEWARD?

    Value of a Data Steward

    Improved Data Quality Management

    Clear and Consistent Data Definition

    Increased Data Sharing and Collaboration

    Ethical Handling of Data

    Define the strategic value of data in your organization

    Harness the value of data to power intelligent and transformative organizational performance.

    Optimize the way you serve your stakeholders.

    Respond to industry disruption.

    Develop products and services to meet ever-evolving needs.

    Manage operations and mitigate risk.

    Data governance is an enabling framework of decision rights, responsibilities, and accountabilities for data assets across an organization.

    Data governance is:

    • Executed according to agreed-upon models that describe who can take what actions with what information, when, and using what methods (CIO.com, 2021).
    • True business-IT collaboration that leads to increased consistency and confidence in data to support decision making

    If done correctly, data governance is not:

    • An annoying, finger-waving roadblock in the way of getting things done
    • An inhibitor or impediment to using and sharing data

    Data governance is about putting guard rails in place to better support the use and handling of your organization's data.

    Is there a clear definition of data accountability and responsibility in your organization?

    Create and Implement an IoT Strategy

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    While the Internet of Things (IoT) or smart devices have the potential to transform businesses, they have to be implemented strategically to drive value. The business often engages directly with vendors, and many IoT solutions are implemented as point solutions with IT being brought in very late in the process.

    This leads to challenges with integration, communication, and data aggregation and storage. IT is often also left grappling with many new devices that need to be inventoried, added to lifecycle management practices, and secured.

    Unlock the true potential of IoT with early IT involvement

    As IoT solutions become more common, IT leaders must work closely with business stakeholders early in the process to ensure that IoT solutions make the most of opportunities and mitigate risks.

    1. Ensure that IoT solutions meet business needs: Assess IoT solutions to ensure that they meet business requirements and align with business strategy.
    2. Make integration and management smooth: Build and execute plans so IoT devices integrate with existing infrastructure and multiple devices can be managed efficiently.
    3. Ensure privacy and security: IoT solutions should meet clearly outlined privacy and security requirements and comply with regulations such as GDPR and CCPA.
    4. Collect and store data systematically: Manage what data will be collected and aggregated and how it will be stored so that the business can recognize value from the data with minimal risk.

    Create and Implement an IoT Strategy Research & Tools

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

    1. Create and Implement an IoT Strategy Deck – A framework to assess and onboard IoT devices into your environment.

    The storyboard will help to create a steering committee and a playbook to quickly assess IoT ideas to determine the best way to support these ideas, test them in Proof of concepts, when appropriate, and give the business the confidence they need to get the right solution for the job and to know that IT can support them long term.

    • Create and Implement an IoT Strategy – Phases 1-3

    2. Steering Committee Charter Template – Improve governance starting with a steering committee charter to help you clearly define the role of the steering committee to improve outcomes.

    Create a steering committee to improve success of IoT implementations.

    • IoT Steering Committee Charter Template

    3. IoT Solution Playbook – Create an IoT playbook to define a framework to quickly assess new solutions and determine the best time and method for onboarding into your operational environment.

    Create a framework to quickly evaluate IoT solutions to mitigate risks and increase success.

    • IoT Solution Playbook

    Infographic

    Further reading

    Create and Implement an IoT Strategy

    Gain control of your IoT environment

    Create and Implement an IoT Strategy

    Gain control of your IoT environment

    EXECUTIVE BRIEF

    Table of Contents

    Page Contents Page Contents
    4 Analyst Perspective 27 Phase 2: Define the intake & assessment process
    5 Executive Summary 29 Define requirements for requesting new IoT solutions
    7 Common Obstacles 32 Define procedures for reviewing proposals and projects – BA/BRM
    8 Framework 38 Define criteria for assessing proposals and projects – data specialists
    9 Insight Summary 43 Define criteria for assessing proposals & projects – Privacy & Security
    10 Blueprint deliverables 47 Define criteria for assessing proposals & projects – Infrastructure & Operations
    11 Blueprint benefits 48 Define service objectives & evaluation process
    13 Measure the value of IoT 49 Phase 3: Prepare for a proof of value
    15 Guided Implementation 58 Create a template for designing a proof of value
    16 Phase 1: Define your governance process 59 Communications
    21 Define the committee’s roles & responsibilities 60 Research contributors and experts
    23 Define the IoT steering committee’s vision statement and mandate 61 Related InfoTech Research
    26 Define procedures for reviewing proposals and projects

    Analyst perspective

    IoT is an extremely efficient automated data collection system which produces millions of pieces of data. Many organizations will purchase point solutions to help with their primary business function to increase efficiency, increase profitability, and most importantly provide scalable services that cannot exist without automated data collection and analytical tools.

    Most of the solutions available are designed to perform a specific function within the parameters of the devices and applications designed by vendors. As these specific use cases proliferate within any organization, the data collected can end up housed in many places, owned by each specific business unit and used only for the originally designed purpose. Imagine though, if you could take the health information of many patients, anonymize it, and compare overall health of specific regions, rather than focusing only on the patient record as a correlated point; or many data points within cities to look at pedestrian, bike, and vehicle traffic to better plan infrastructure changes, improve city plans, and monitor pollution, then compared to other cities for additional modeling.

    In order to make these dramatic shifts to using many IoT solutions, it’s time to look at creating an IoT strategy that will ensure all systems meet strategic goals and will enable disparate data to be aggregated for greater insights. The act of aggregation of systems and data will require additional scrutiny to mitigate the potential perils for privacy, management, security, and auditability

    The strategy identifies who stewards use of the data, who manages devices, and how IT enables broader use of this technology. But with the increased volume of devices and data, operational efficiency as part of the strategy will also be critical to success.

    This project takes you through the process of defining vision and governance, creating a process for evaluating proposed solutions for proof of value, and implementing operational effectiveness.

    Photo of Sandi Conrad, Principal Research Director, Info-Tech Research Group.

    Sandi Conrad
    Principal Research Director
    Info-Tech Research Group

    Executive Summary

    Your Challenge

    The business needs to move quickly to adopt new ways to collect and analyze data or automate actions. IoT may be the right answer, but it can be complex and create new challenges for IT teams.

    Many of these solutions are implemented by vendors as point solutions, but more organizations are recognizing they need to bring the data in-house to start driving insights.

    As IoT solutions become more prolific, the need to get more involved in securing and managing these solutions has become evident.

    Common Obstacles

    The business is often engaging directly with the vendors to better understand how they can benefit from these solutions, and IT is often brought in when the solution is ready to go live.

    When IT isn’t involved early, there may be challenges around integrations, communications, and getting access to data.

    Management becomes challenging as many devices are suddenly entering the environment, which need to be inventoried, added to lifecycle management practices, and secured.

    Info-Tech’s Approach

    Info-Tech’s approach starts with assessing the proposed solutions to:

    • Ensure they will meet the business need.
    • Understand data structure for integration to central data store.
    • Ensure privacy and security needs can be met.
    • Determine effort and technical requirements for integration into the infrastructure and appropriate onboarding into operations.

    Early intervention will improve results. IoT is one of the biggest challenges for IT departments to manage today. The large volume of devices and lack of insight into vendor solutions is making it significantly harder to plan for upgrades and contract renewals, and to guarantee security protocols are being met. Create a multistep onboarding process, starting with an initial assessment process to increase success for the business, then look to derive additional benefits to the business and mitigate risks.

    Your challenge

    Scaling up and out from an IoT point solution is complicated and requires collaboration from stakeholders that may not have worked well together before
    • Point solutions may be installed and configured with support outsourced to vendors, where integrations may be light or non-existent.
    • Each point solution will be owned by the business, with data used for a specific purpose, and may only require infrastructure support from the internal IT department.
    • Operational needs must be met to protect the business’ investment, and without involving IT early, agreements may be signed that don’t meet long-term goals of high value at reasonable prices.
    • To fully realize value from multiple disparate systems, a cohesive strategy to bring together data will be required, but with that comes a need to improve technology, determine data ownership, and improve oversight with strengthened security, privacy, and communications.
    • Where IoT is becoming a major source of data, taking a piecemeal approach will no longer be enough to be successful.

    IoT solutions may be chosen by the business, but to be successful and meet their requirements, a partnership with IT will ensure better communications with the service provider for a less stressful implementation with governance over security needs and protection of the organization’s data, and it will ensure that continual value is enabled through effective operations.

    Pie chart titled 'IoT project success' with '12% Fully successful', '30% Mostly successful', '40% Mostly unsuccessful', and 'Not at all successful'.
    (Source: Beecham Research qtd. in Software AG)

    Common obstacles

    These barriers make IoT challenging to implement for many organizations:
    • Solutions managed outside of IT, whether through an operational technology team or an outsourced vender, will require a comprehensive approach that encourages collaboration, common understandings of risk, and the ability to embrace change.
    • Technical expertise required will be broad and deep for a multi-solution implementation. Many types of devices, with varied connections and communications methods, will need to be architected with flexibility to accommodate changing technology and scalability needs.
    • Understanding the myriad options available and where it makes sense to deploy cutting-edge vs. proven technologies, as well as edge computing and digital twins.
    • External consultants specializing in IoT may need to be engaged to make these complex solutions successful, and they also need to be skilled in facilitating discussions within teams to bring them to a common understanding.
    • Analysis skills and a data strategy will be key to successfully correlating data from multiple sources, and AI will be key to making sense of vast amounts of data available and be able to use it for predictive work. According to the Microsoft IoT Signals report of October 2020, “79% of organizations adopt AI as part of their IoT solution, and those who do perceive IoT to be more critical to their company’s success (95% vs. 82%) and are more satisfied with IoT (96% vs. 87%).“
    Pie chart with two tiers titled 'Challenges to using IT'. The inner circle are challenge categories like 'Security', 'Lack of budget/staff', and the outer circle are the more specific challenges within them, such as 'Concerned about consumer privacy' and 'No human resources to implement & manage'.
    (Source: Microsoft IoT Signals, Edition 2, October 2020 n=3,000)

    Internet of Things Framework

    Interoperability of multiple IoT systems and data will be required to maximize value.

    GOVERNANCE

    What should I build? What are my concerns?
    Where should I build it? Why does it need to be built?

    DATA MODEL ——› BUSINESS OPERATING MODEL
    Data quality
    Metadata
    Persistence
    Lifecycle
    Sales, marketing
    Product manufacturing
    Service delivery
    Operations

    |—›

    BUSINESS USE CASE

    ‹—|
    Customer facing Internal facing ROI
    ˆ
    |
    ETHICS
    Deliberate misuse
    Unintentional consequences
    Right to informed consent
    Active vs. passive consent
    Bias
    Profit vs. common good
    Acceptable/fair use
    Responsibility assignment
    Autonomous action
    Transparency
    Vendor ethical implications
    ˆ
    |
    TECHNICAL OPERATIONAL MODEL
    Personal data
    Customer data
    Non-customer data
    Public data
    Third-party business data
    Data rights/proprietary data
    Identification
    Vendor data
    Profiling (Sharing/linkage of data sets)

    CONTROLS

    How do I operate and maintain it?

    1. SECURITY
      • Risk identification and assessment
      • Threat modeling – ineffective because of scale
      • Dumb, cheap endpoints without users
      • Massive attack surface
      • Data/system availability
      • Physical access to devices
      • Response to anonymized individuals
    2. COMPLIANCE
      • Internal
      • External
        NIST, SOC, ISO
        Profession/industry
      • Ethics
      • Regulatory
        PII, GDPR, PIPEDA
        Audit process
    1. OPERATIONAL STANDARDS
      • Industry best practices
      • Open standards vs. proprietary ones
      • Standardization
      • Automation
      • Vendor management
    2. TECHNICAL OPERATIONAL MODEL
      • Platforms
      • Insourcing/outsourcing
      • Acquisition
      • Asset management
      • Patching
      • Data protection
      • Source image control
      • Software development lifecycle
      • Vendor management
      • Disposition/disposal

    BRIDGING THE PHYSICAL WORLD AND THE VIRTUAL WORLD

    How should it be built?

    Diagram with 'Physical World' 'Internet of Things Devices' on the left, connected to 'Virtual World' 'Central Compute (Cloud/Data Center)', 'Edge Computing', and 'Business Systems and Applications' via 'Data - data-verified= Data Normalization' from physical to virtual and 'Instructions' from virtual to physical.">

    Insight summary

    Real value to the business will come from insights derived from data

    Many point solutions will solve many business issues and produce many data sets. Ensure your strategy includes plans on how to leverage data to further your organizational goals. A data specialist will make a significant difference in helping you determine how best to aggregate and analyze data to meet those needs.

    Provide the right level of oversight to help the business adopt IoT

    Regardless of who is initiating the request or installing the solution, it’s critical to have a framework that protects the organization and their data and a plan for managing the devices.

    The business doesn’t always know what questions to ask, so it’s important for IT to enable them if moving to a business-led innovation model, and it’s critical to helping them achieve business value early.

    Do a pre-implementation assessment to engage early and at the right level

    Many IoT solutions are business- and vendor-led and are hosted outside of the organization or managed inside the business unit.

    Having IT engage early allows the business to determine what level of support is appropriate for them, allows IT to ensure data integrity, and allows IT to ensure that security, privacy, and long-term operational needs are managed appropriately.

    Blueprint deliverables

    IoT Steering Committee Charter

    Create a steering committee to improve success of IoT implementations

    Sample of the IoT Steering Committee Charter.

    IoT Solution Playbook

    Create a framework to quickly evaluate IoT solutions to mitigate risks and increase success

    Sample of the IoT Solution Playbook.

    Blueprint benefits

    IT Benefits

    • Aggregation of processes and data may have compelling implications for increasing effectiveness of the business, but this may also increase risk. A framework will help to drive value while putting in appropriate guardrails.
    • IoT use cases may be varied within many industries, and the use of many types of sensors and devices complicates management and maintenance. A common understanding of how devices will be tracked, managed, and maintained is imperative to IT securing their systems and data.
    • A pilot program to evaluate effectiveness and either reject or move forward with a plan to onboard the solution as quickly as possible will ensure quick time to value and enable immediate implementation of controls to meet operational and security requirements.

    Business Benefits

    • Aggregation of many disparate groups of data can provide new insights into the way an organization interacts with its clients and how clients are using products and services.
    • As organizations innovate and new IoT solutions are introduced to the environment, solutions need to be evaluated quickly to determine if they’re going to meet the business case and then determine what needs to be put in place for technology, process, and policy to ensure success.
    • As new solutions are introduced, anyone who may be impacted through this new data-collection process will need to be informed and feel secure in the way information is analyzed and managed. This project will provide the framework to quickly assess the risks and develop a communications plan.

    Evaluate digital transformation opportunities with these guiding principles for smart solutions

    Problem & opportunity focus
    • Search for real problems to solve, with visible improvement possibilities
    • Don’t choose technology for technology’s sake
    • Keep an eye to the future
    • Strategic foresight
    Piece by piece
    • Avoid the “Big Bang” approach
    • Test technologies in multiple conditions
    • Run inexpensive pilots
    • Increase flexibility
    • Technology ecosystem
    User buy-in
    • Collaborate with the community
    • Gain and sustain support
    • Increase uptake of city technology
    • Crowdsource community ideas
    Recommendations:
    Focus on real problems • Be a fast follower • Build a technology ecosystem

    Info-Tech Insight

    When looking for a quick win, consider customer journey mapping exercises to find out what it takes to do the work today, for example, map the journey to apply for a building permit, renew a license, or register a patient.

    Measure the value of IoT

    There is a broad range of solutions for IoT all designed to collect information and execute actions in a way designed to increase profitability and/or improve services. McKinsey estimates value created through interoperability will account for 40% to 60% of the potential value of IoT applications.

    Revenue Generating
    • Production increases and efficiency
    • Reliability as data quality increases
    • New product development opportunities through better understanding of how your products are used
    • New product offerings with automated data collection and analysis of aggregated data
    Improved outcomes
    • Improved wellness programs for employees and patients through proactive health management
      • Reduction in health care/insurance costs
      • Reduction in time off for illness
    • Reduction in human error
    • Improved safety – fewer equipment malfunction incidents
    • Sustainability – reduction in emissions
    Increased access to data, especially if aggregating with other data sources, will increase opportunities for data analysis leading to more informed decision making.
    Cost Avoidance
    • Cost efficiency – lower energy consumption, less waste, improved product consumption
    • Reliability – reduced downtime of equipment due to condition-based maintenance
    • Security – decrease in malware attacks
    Operational Metrics
    • # supported devices
    • % of projects using IoT
    • % of managed systems
    • % of increase in equipment 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 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 between 4 to 8 calls over the course of 2 to 4 months.

    What does a typical GI on this topic look like?

    Phase 1 Phase 2 Phase 3
    Call #1: Determine steering committee members and mandates.

    Call #2: Define process for meeting and assessing requests.

    Call #3: Define the intake process.

    Call #4: Define the role of the BRM & assessment criteria.

    Call #5: Define the process to secure funding.

    Call #6: Define assessment requirements for other IT groups.

    Call #7: Define proof of value process.

    Create and Implement an IoT Strategy

    Phase 1

    Define your governance process

    Steering Committee

    1.1 Define the committee’s roles and responsibilities in the IoT Steering Committee Charter

    1.2 Define the IoT steering committee’s vision statement and mandates

    1.3 Define procedures for reviewing proposals and roles and responsibilities

    Intake Process

    2.1 Define requirements for requesting new IoT solutions

    2.2 Define procedures for reviewing proposals and projects – BA/BRM

    2.3 Define procedures for reviewing proposals and projects – Data specialists

    2.4 Define procedures for reviewing proposals and projects – Privacy & Security

    2.5 Define procedures for reviewing proposals and projects – Infrastructure & Operations

    2.6 Define service objectives and evaluation process

    Proof of Value

    3.1 Determine the criteria for running a proof of value

    3.2 Define the template and process for running a proof of value

    This phase will provide the following activities

    • Create the steering committee project charter
    If a steering committee exists, it may be appropriate to define IoT governance under their mandate. If a committee doesn’t already exist or their mandate will not include IoT, consider creating a committee to set standards and processes and quickly evaluate solutions for feasibility and implementation.

    Create an IoT steering committee to ensure value will be realized and operational needs will be met

    The goals of the steering committee should be:

    • To align IoT initiatives with organizational goals. 
    • To effectively evaluate, approve, and prioritize IoT initiatives.
    • To approve IoT strategy & evaluation criteria.
    • To reinforce and define risk evaluation criteria as they relate to IoT technology.
    • To review pilot results and confirm the value achievement of approved IoT initiatives.
    • To ensure the investment in IoT technology can be integrated and managed using defined parameters.

    Assemble the right team to ensure the success of your IoT ecosystem

    Business stakeholders will provide clarity for their strategy and provide input into how they envision IoT solutions furthering those goals and how they may gain relevant insights from secondary data.

    As IoT solutions move beyond their primary goals, it will be critical to evaluate the continually increasing data to mitigate risks of unintended consequences as new data sets converge. The security team will need to evaluate solutions and enforce standards.

    CDO and analysts will assess opportunities for data convergence to create new insights into how your services are used.

    Lightbulb with the word 'Value' surrounded by categories relative to the adjacent paragraph, 'Data Scientists', 'Security and Privacy', 'Business Leaders', 'IT Executives', 'Operations', and 'Infrastructure & Enterprise Architects'. IT stakeholders will be driving these projects forward and ensuring all necessary resources are available and funded.

    Operational plans will include asset management, monitoring, and support to meet functional goals and manage throughout the asset lifecycle.

    Each solution added to the environment will need to be chosen and architected to meet primary functions and secondary data collection.

    Identify IoT steering committee participants to ensure broad assessment capabilities are available

    • The committee should include team members experienced enough to provide an effective assessment of IoT projects, and to provide input and oversight regarding business value, privacy, security, operational support, infrastructure, and architectural support.
    • A data specialist will be critical for evaluating opportunities to expand use of data and ensure data can be effectively validated and aggregated. Additional oversight will be needed to review aggregated data to protect against the unintended consequences of having data combined and creating personas that will identify individuals.
    • Additional experts may be invited to committee meetings as appropriate, and ideas should be discussed and clarified with the business unit bringing the ideas forward or that may be impacted by solutions.
    • Invite appropriate IT and business leaders to the initial meeting to gain agreement and form the governance model.

    Determine responsibilities of the committee to gain consensus and universal understanding

    Icon of binoculars. STRATEGIC
    ALIGNMENT
    • Define the IoT vision in alignment with the organizational strategy and mission.
    • Define strategy, policies and communication requirements for IoT projects.
    • Assess and bring forward proposals to utilize IoT to further organizational strategy.
    Icon of a person walking up an ascending bar graph. VALUE
    DELIVERY
    • Define criteria for evaluating and prioritizing proposals and projects.
    • Validate the IoT proposals to ensure value drivers are understood and achievable.
    • Identify opportunities to combine data sets for secondary analysis and insights.
    Icon of a lightbulb. RISK
    OPTIMIZATION
    • Evaluate data and combined data sets to avoid unintended consequences.
    • Ensure security standards are adhered to when integrating new solutions.
    • Reinforce privacy regulations, policy, and communications requirements.
    Icon of an arrow in a bullseye. RESOURCE
    OPTIMIZATION
    • Identify and validate investment and resource requirements.
    • Evaluate technical requirements and capabilities.
    • Align IoT management requirements to operations goals within IT.
    Icon of a handshake. PERFORMANCE
    MANAGEMENT
    • Assess validity of pilot project plan, including success criteria.
    • Identify corner cases to assess functionality and potential risks beyond core features.
    • Monitor progress, evaluate results, and ensure organizational needs will be met.
    • Evaluate pilot to determine if it will be moved into full production, reworked, or rejected.

    1.1 Exercise:
    Define the committee’s roles & responsibilities in the IoT steering committee charter

    1-3 hours

    Input: Current policies and assessment tools for security and privacy, Current IT strategy for introducing new solutions and setting standards

    Output: List of roles and responsibilities, High-level discussion points

    Materials: Whiteboard/flip charts, Steering committee workbook

    Participants: IT executive, Privacy & Security senior staff, Infrastructure & Operations senior staff, Senior data specialist, Senior business executive(s)

    1. Identify and document core and auxiliary members of the committee, ensuring all important facets of the IoT environment can be assessed.
    2. Identify and document the committee chair.
    3. Gain consensus on responsibilities of the steering committee.

    Download the IoT Steering Committee Charter

    Define the vision statement for the IoT committee to clarify mandate and communicate to stakeholders

    The vision statement will define what you’re trying to achieve and how. You may have the statement already solidified, but if not, start with brainstorming several outcomes and narrow to less than 5 focus areas.

    A vision statement should be concise and should be in support of the overall IT strategy and organizational mission. The vision statement will be used as a high-level guide for defining and assessing proposed solutions and evaluating potential outcomes. It can be used as a limiter to quickly weed out ideas that don’t fit within the mandate, but it can also inspire new ideas.

    • Support innovation
    • Enable the business
    • Enable operations for continual value

    New York City has a broad plan for implementing IoT to meet several aspects of their overall strategy and subsequently their IT strategy. Their strategic plan includes several focus areas that will benefit from IoT:
    • A vibrant democracy
    • An inclusive economy
    • Thriving neighborhoods
    • Healthy lives
    • Equity and excellence in education
    • A livable climate
    • Efficient mobility
    • Modern infrastructure
    Their overall mission is: “OneNYC 2050 is a strategy to secure our city’s future against the challenges of today and tomorrow. With bold actions to confront our climate crisis, achieve equity, and strengthen our democracy, we are building a strong and fair city. Join us.”

    In order to accomplish this overall mission, they’ve created a specific IT vision statement: “Improve digital infrastructure to meet the needs of the 21st century.”

    This may seem broad, and it includes not just IoT, but also the need to upgrade infrastructure to be able to enable IoT as a tool to meet the needs to collect data, take action, and better understand how people move and live within the city. You can read more of their strategy at this
    link: http://onenyc.cityofnewyork.us/about/

    1.2 Exercise:
    Define the IoT steering committee’s vision statement and mandate

    1 hour

    Input: Organizational vision and IT strategy

    Output: Vision statement

    Materials: Whiteboard/flip charts, Steering committee workbook

    Participants: Steering committee, which may include: IT executive, Privacy & Security senior staff, Infrastructure & Operations senior staff, Senior data specialist, Senior business executive(s)

    1. Starting with the organizational mission statement, brainstorm areas of focus with the steering committee and narrow down the statement.
    2. Make sure it’s broad enough to encompass your goals, but succinct enough to allow you to identify projects that don’t meet the vision.
    3. Test with a few existing ideas.
    4. Document in your steering committee charter.

    Download the IoT Steering Committee Charter

    Use the COPIS methodology to define your project review process

    COPIS is a customer-focused methodology used to focus on the areas around the process, ensuring a holistic view starting with who the customer is and what they need, then building out the process and defining what will be required to be successful and who will be involved in fulfilling the work.

    Customer

    • Executive leadership
    • Business leaders

    Outputs

    • Risk assessment
    • Approvals to proceed
    • Pilot plan
    • Assessment to approve for production or reject

    Process

    • Review proposals
    • Ask questions and discuss with proposer & committee
    • Review pilot & testing plan
    • Engage with IT Team to define requirements

    Inputs

    • Request form including:
    • New idea
    • Business value defined
    • Data collected
    • Initial risk assessment
    • Implementation plan
    • Definition of success

    Suppliers

    • IT operations team
    • Device and software vendors
    • IT leaders
    • Risk committee
    Agenda & process flow



    Determine where people will access request form Ending point
    Sequence of right-facing arrows labelled 'Agenda & process flow'. Text in each arrow from left to right reads 'Confirm attendees required are in attendance', 'Review open action items', 'Assess new items', 'Assess prioritization', 'Review metrics & pilots in progress', 'Decisions & recommendations'.

    Create a committee charter to ensure roles are clarified and mandates can be met

    The purpose of the committee is to quickly assess and protect organizational interests while furthering the needs of the business

    The committee needs to be seen as an enabler to the business, not as a gatekeeper, so it must be thorough but responsive.

    The charter should include:
    • The vision to ensure clarity of purpose.
    • IoT mandates to focus the committee on assessment criteria.
    • Roles, responsibilities, and assignments to engage the right people who will provide the kind of guidance needed to ensure success.
    • Procedures to make the best use of each committee member’s time.
    • Process flow to guide evaluations to avoid unnecessary delays while reducing organizational risks.
    Stock image of someone reading on a tablet.

    1.3 Exercise:
    Define procedures for reviewing proposals and projects

    2-3 hours

    Input: Schedules of committee members, Process documentation for evaluating new technology

    Output: Procedures for reviewing proposals, Reference documentation for evaluating proposals

    Materials: Whiteboard/flip charts, Steering committee workbook

    Participants: Steering committee, which may include: IT executive, Privacy & Security senior staff, Infrastructure & Operations senior staff, Senior data specialist, Senior business executive(s)

    1. Discuss as a group how often you will meet for reviews and project updates. Which roles will have veto rights on project approvals?
    2. Define the intake process and requirements for scheduling based on average lead time to get the group together and preview documentation.
    3. Identify where process documentation already exists to use for evaluation of proposals and projects, and what needs to be created to quickly move from evaluation to action phases.
    4. Define basic rules of engagement.
    5. Define process flow using COPIS methodology as a framework. Note the different stages that may be part of the intake flow. Some business partners may bring solutions to IT, and others may just have an idea that needs to be solutioned.

    Download the IoT Steering Committee Charter

    Create and Implement an IoT Strategy

    Phase 2

    Define the intake and assessment process

    Steering Committee

    1.1 Define the committee’s roles and responsibilities in the IoT Steering Committee Charter

    1.2 Define the IoT steering committee’s vision statement and mandates

    1.3 Define procedures for reviewing proposals and roles and responsibilities

    Intake Process

    2.1 Define requirements for requesting new IoT solutions

    2.2 Define procedures for reviewing proposals and projects – BA/BRM

    2.3 Define procedures for reviewing proposals and projects – Data specialists

    2.4 Define procedures for reviewing proposals and projects – Privacy & Security

    2.5 Define procedures for reviewing proposals and projects – Infrastructure & Operations

    2.6 Define service objectives and evaluation process

    Proof of Value

    3.1 Determine the criteria for running a proof of value

    3.2 Define the template and process for running a proof of value

    This phase will provide the following activities

    • Define requirements for requesting new IoT solutions
    • Define procedures for review proposals and projects
    • Define service objectives and evaluation process for reviewing proposals and projects

    Determine what information is necessary to start the intake process

    To encourage your business leaders to engage IT in evaluating and appropriately supporting the solution, start with an intake process that is simple and easily populated with business information.
    • Review intake forms from the PMO or build your own from the IoT Solution Playbook:
    • Start by asking for a clear picture of the solution. Ensure the requester can clearly articulate the business benefit to the solution, including what issues are being resolved and what success looks like.
    • Requesters may not be expected to seek out all relevant information to make the decision.
      • Consider providing a business analyst (BA) to assist with data gathering for further assessment and to launch the review process.
      • Review may require additional steps if it is not clear the proposed solution will perform as expected and could include conversations with the vendor or a determination that a full requirements-gathering process may need to be done.
    • Typically, a BA will launch the review process to have appropriate experts assess the feasibility of the solution; assess regulatory, privacy, and security concerns; and determine the level of involvement needed by IT and the project managers.
    • Have options for different starting points. Some requesters may be further along in their research as they know exactly what they want, while others will be early in the idea stage. Don’t discourage innovation by creating more work than they’re able to execute.

    Business goals and benefits are important to ensure the completed solution meets the intended purpose and enables appropriate collection, analysis, and use of data in the larger business context.

    Ongoing operational support and service need to be considered to ensure ongoing value, and adherence to security and privacy policies is critical.

    2.1 Exercise:
    Define requirements for requesting new IoT solutions

    1 hour

    Input: Business requirements for requesting IT solutions

    Output: Request form for business users, Section 1 of the IoT Solution Playbook

    Materials: Whiteboard/flip charts, IoT Solution Playbook

    Participants: Steering committee, which may include: IT executive, Privacy & Security senior staff, Infrastructure & Operations senior staff, Senior data specialist, Senior business executive(s)

    1. Review template for the IoT Solution Playbook to ensure it meets your needs; modify as necessary.
    2. Determine requirements for initiating an assessment.
      1. Will a business case be necessary to start, or can the assessment feed into the business case?
      2. How can you best access the work already done by the requester to not start over?
      3. Determine the right questions to understand how they will define success to ensure this solution will do what they need.
      4. Do you need a breakdown of the way they do the job today?
      5. What level of authorization needs to be on the request to move forward?
    3. Try to balance the effort of the requester against their role. Don’t expect them to investigate solutions beyond the business value.
    4. Provide them with a means to provide you any information they have gathered, especially if they have already spoken to vendors.

    Download the IoT Solution Playbook

    Define what role the BA or BRM will play to support the request process

    Identify questions that will need to be answered in order to assess if the solution will be fit for purpose, to help build out business cases, and to enable the appropriate assessments and engagement with project managers and technical teams.
    • Project sponsorship is key to moving the project ahead. Ensure the project sponsor and business owner will be in alignment on the solution and business needs.
    • Note any information that will help to prioritize this project among all other requests. This will feed into implementation timing and the project management needs, resourcing, and vendor engagement required.
    • Determine if a proof of value would be an asset. A proof of value can be time consuming, but it can mitigate the risks of large-scale failures.
    • Ask about data collection and data type, which will be a major part of the assessment for the data team and for security, privacy, infrastructure, and operational assessments.
    • Determine if any actions will need to be taken, which might include data transfer, notifications and alerts, or others. This may require additional discussions on actuators, RPA, data stores, and integrations.
    • Determine if any automation will be part of the solution, as this will help to inform future discussions on power, connectivity, security, and privacy.

    Download the blueprint Embed Business Relationship Management in IT if you need help to support the business in a more strategic manner.

    Info-Tech Insight

    Understanding the business issue more deeply can help the business analyst determine if the solution needs a review of business process as well as helping to build out the requirements well enough to improve chances of success.

    The BA should be able to determine initial workload and involvement of project managers and evaluators.

    Clearly articulate the business benefits to secure funding and resources

    If the business users need to build a business case, the information being collected will help to define the value, estimate costs, and evaluate risk

    IoT point solutions can be straightforward to articulate the business benefits as they will have very specific benefits which will likely fit into one of these categories:
    • Financial – to increase profitability or reduce costs through predictive maintenance and efficiency.
    • Business Development – innovation for new products, services, and methodologies
    • Improve specific outcomes – typically these will be industry specific, such as improved patient health care, reduced traffic congestion or use of city resources, improved billing, or fire prevention for utility companies.

    As you start to look at the bigger picture of how these different systems can bring together disparate data sets, the benefits will be harder to define, and the costs to implement this next level of data analysis can be daunting and expensive.

    This doesn’t necessitate a complete alignment of data collection purposes; there may be benefits to improving operations in secondary areas such as updating HVAC systems to reduce energy costs in a hospital, though the updated systems may also include sensors to monitor air quality and further improve patient outcomes.

    In these cases, there may be future opportunities to use this data in unexpected ways, but even where there aren’t, applying the same standards for security, privacy, and operations should apply.

    Table titled 'Increasing productivity through efficiency and yield are the top benefits organizations expect to see from IoT implementations' with three columns, one for type of benefit (ie efficiency, yield, quality, etc), one for different IoT implementations and one for percent increase.
    (Microsoft IoT Signals Report 2020, n= 3,000 IT Professionals)

    2.2 Exercise – BA/BRM: Define procedures for reviewing proposals and projects

    1 hour

    Input: Process documentation for evaluating new technology, Business case requirements

    Output: Interview questions and assessment criteria for BA/BRM

    Materials: Whiteboard/flip charts, IoT Solution Playbook

    Participants: Steering committee, which may include: Business analyst or business relationship manager, IT executive(s), Senior data specialist, Senior business executive(s)

    1. Review template for the IoT Solution Playbook to ensure it meets your needs; modify as necessary.
    2. Identify the questions that will need to be asked of the business to determine whether the request will be fit for purpose.
    3. Additional questions may help to:
      1. Identify project sponsors to determine if requirements are defined or need to be, and who will champion this project through to implementation.
      2. Identify what additional work will be needed for you to shepherd the project through the various stage gates.
      3. Identify any prioritization criteria including business-specific milestones and outcomes.
    4. Document when a formal business case needs to be created.

    Download the IoT Solution Playbook

    Assess the vendor’s solution for accessibility to ensure data will be available and useable

    Data governance, including stewardship and ownership; lineage; and the ability to scale, deduplicate, normalize, validate, and aggregate disparate data will be critical to being able to analyze data to execute on strategic goals.

    If your organization isn’t poised to manage and make the best use of the data, see Info-Tech’s related blueprints:

    Relevant Research: Diagnostic:
    Data ownership is important to establish early on, as the owner(s) will be accountable for how data is used and accessed. Data needs to be owned by the organization (not the vendor) and needs to be accessible for:
    • Regulatory compliance.
    • Data quality and validation.
    • Data normalization.
    • Data aggregation and analysis.
    Vendor assessments need to investigate how data will be accessed, where data is normalized and how data will be validated.
    Data validation will have different levels of importance depending on the use case. Where data validation is critical, there may be a need to double up sensors in key areas, validate against adjacent sensors, better understand how and where data will be collected.
    • Infrared sensors may include intelligence to count people or objects.
    • Cameras might require manual counts but may provide better images.
    • Good quality images may require technology to distort faces for privacy.
    If data validation will include non-sensor data, such as validation against a security access database or visitor log, access to the data for validation may be required in near real time.

    Determine how often you need to access and download data

    Requirements will vary depending on whether sensors are collecting data for later analysis or if they are actuators that need to process data at the source.

    Determine where the data will reside and how it will be structured. If it will be open and controlled within your own environment, confer with your data team to ensure the solution is integrated into your data systems. If, however, the solution is a point solution which will be hosted by the vendor, understand who will be normalizing the data and how frequently you can export or transfer it into your own data repository. If APIs will need to be installed to enable data transfer, work with the vendor to test them.

    Self-contained or closed solutions may be quick to install and configure and may require minimal technical support from within your own IT team, but they will not provide visibility to the inner workings of the solution. This may create issues around integration and interoperability which could limit the functionality and usability beyond the point solution.

    If the solution chosen is a closed system, determine how you will need to interact with the vendor to gain access to the data. Interoperability may not be an option, so work with the vendor to set up a regular cadence for accessing the data.

    Questions for the vendor could include:

    1. How often can we access the data? Will the vendor push it on a regular basis? Is it on demand?
    2. Or will we need to pull the data? Is there an API?
    3. Will the data be normalized?
    4. Will the data be transferred, or will the vendor keep a historical record?
    5. Are there additional fees for archiving or for data extraction?
    Stock image of a large key inserted into the screen of a laptop.

    Identify whether digital twins are needed

    Create a virtual world to safely test and fail without impacting the real-world applications.

    As actuators are processing information and executing actions, there may be a benefit to assess the effectiveness and impact of various scenarios in a safe environment. Digital twins enable the creation of a virtual world to test these new use cases using real world scenarios.

    These virtual replicas will not be necessary for every IoT application as many solutions will be very straightforward in their application. But for those complex systems, such as smart buildings, smart cities and mechanically complex projects, digital twins can be created to run multiple simulations to aid in business continuity planning, performance assessments, R&D and more.

    Due to the expense and complexity of creating a full digital twin, carefully weighing the benefits, and identifying how it will be used, can help to build the business case to invest in the technology. Without the skills in house, reliance on a vendor to create the model and test scenarios will likely be part of the overall solution.

    The assessment will also include understanding what data will be transferred into the model, how often it will be updated, how it will be protected and who will need to be involved in the modeling process.

    Download the blueprint: Double Your Organization’s Effectiveness With a Digital Twin. if you need more information on how to leverage digital twin technology.

    Stock image of a twin mirroring the original person's action.

    To fully realize value in IoT, think beyond single use case solutions to leverage the data collected

    Expertise in data analysis will be key to moving forward with an enterprise approach to IoT and the data it produces.
    • A single IoT solution can add hundreds of sensors, collecting a wide variety of data for specific purposes. If multiple solutions are in place, there may be divergent data sets that may never be seen by anyone other than their specific data stewards.
    • Many organizations have started out with one or two solutions that support their primary business and may include some more mature offerings such as HVAC systems, which have used sensors for years. However, not all data is used today. In many cases, data is used for anomaly detection to improve operations, and only the non-standard information is used for alerting. McKinsey estimates less than 1% of data is used in these applications, with the remaining data stored or deleted, rather than used for optimization and predictive analysis.
    • Thinking beyond the initial use cases, there may be opportunities to create new services, improve services for existing products, or improve insights through analysis of juxtaposed data.
    • McKinsey reports up to $11.1 trillion a year in economic value may be possible by 2025 through the linking of the physical and digital worlds. Personal devices and all industries are potential growth areas – though factories and anywhere that could use predictive maintenance, cities, retail, and transportation will see the largest probable increases. Interoperability was identified as being required to maximize value, accounting for 40% to 60% of the potential value of IT applications.
    • Where data is used to correct and control anomalies, very little data is retained and used for optimization or predictive analysis. By taking a deliberate approach to normalize, correlate, and analyze data, organizations can gain insight into the way their products are used, benefit from predictive maintenance, improve health care, reduce costs, and more.
    (Source: McKinsey, 2015)

    By 2025 an estimated data volume of 79.4 zettabytes will be attributed to connected IoT devices. (Statistia)

    Build data governance and analysis into your strategy to find new insights from correlating new and existing data

    As a point solution, IoT provides a means to collect large amounts of data quickly and act. When determining the use case for IoT and best fit solutions, it’s important to think about what data needs to be collected and what actions will need to be coordinated. As the need for more than just a few IoT solutions surfaces, the complexity and potential usefulness of data increases. This can lead to significant changes to the scope of data collection, storage, and analysis and may lead to unintended consequences.
    • Some industries, such as governments looking to build smart cities, will have a very broad range of opportunities for IoT devices, as well as high levels of difficulty managing very disparate systems; other industries, such as healthcare, will have very focused prospects for data collection and analysis.
    • In any case, the introduction of new IoT solutions can create very large amounts of data quickly, and if used only for a single purpose, there may be lost opportunity for expanding use of data to better understand your product, customers, or environment.
    • Don’t limit analysis to only IoT-collected data, as this can be consolidated with other sources for validation, enhancement, and insights. For example, fleet transponders can be connected to travel logs and dispatch records for validation and evaluation of fuel and resource consumption.
    • Determine the best time and methods for consolidation and normalization; consider using data consolidation vendors if the expertise is not available in-house.
    • As data combines, there may be unintended consequences of unique anonymous identifiers combining to identify employees or customers, and the potential for privacy breeches will need to be evaluated as all new systems come on-line.

    “We find very little IoT data in real life flows through analytics solutions, regardless of customer size. Even in the large organizations, they tend to build at-purpose applications, rather than creating those analytical scenarios or think of consolidating the IoT data in a data lake like environment.” (Rajesh Parab, Info-Tech Research Group)

    2.3 Exercise – data specialists: Define criteria for assessing proposals and projects

    1-2 hours

    Input: Process documentation for evaluating new technology, Data governance documents

    Output: Interview questions and assessment criteria for data specialists

    Materials: Whiteboard/flip charts, IoT Solution Playbook

    Participants: Steering committee, which may include: Business analyst or business relationship manager, IT executive, Senior data specialist, Senior business executive(s), Privacy & Security senior staff, Infrastructure & Operations senior staff

    1. Review template for the IoT Solution Playbook to ensure it meets your needs; modify as necessary.
    2. Identify the questions that will need to be asked of the solution to ensure data governance and accessibility needs will be met.
    3. Additional questions may help to:
      1. Identify data owners or stewards to determine who will have authority over data and ensure their needs will be met.
      2. Identify what additional work will be needed for the data team to access, validate, normalize, and centralize data.
      3. Identify any concerns that will identify the solution as unviable.
      4. Identify any risks to data accessibility which will require mitigation.

    This initial review is designed to identify risks to data ownership or integrity and ensure data is available for additional uses as deemed appropriate to the organizational goals. This assessment is designed to find major flaws and to mitigate and integrate should the project be approved as viable.

    Download the IoT Solution Playbook

    Security assessments will need to include risk reviews specific to IoT

    The increase of data collectors and actuators creates a large attack surface that could easily provide an entry point for hackers to connect into an organization’s network. Assess existing protocols and risk registry to ensure all IoT systems are reviewed for security threats.

    The significant increase in devices and applications will require a review of security practices related to IoT to understand and mitigate risks. Even if the data collected is not considered integral to the business, such as with automated HVAC systems or an aquarium monitoring system, the devices can provide an entry point to access the network.

    IoT and ICS devices are functionally diverse and may include more mature solutions that have been acquired many times over. There are a wide variety of protocols that may not be recognized by vulnerability scanners as safe to operate in your environment. Many of these solutions will be agentless and may not be picked up by scanners on the network. Without knowing these devices exist or understanding the data traffic patterns, protecting the devices, data, and systems they’re attached to becomes challenging.

    Discovery and vulnerability scanners tuned specifically for IoT to look for and allow unusual protocols and traffic patterns will enable these devices to operate as designed without being shut down by vulnerability scanners protecting more traditional devices and traffic on an IT network. Orphaned devices can be found and removed. Solutions that will provide detailed asset inventories and network topologies will improve vulnerability detection.

    Systems that are air gapped or completely segregated may provide a layer of protection between IoT devices and the corporate network, but this may create additional difficulties in vulnerability assessment, identifying and responding to active threats, or managing the operational side. Additionally, if there are still functional connections between these systems for traffic to flow back to central repositories, operational systems, or remote connections, there are still potential threats.

    If security controls are not yet documented, see Info-Tech’s related blueprints:

    Relevant Research: Diagnostic:

    Align risk assessments to your existing risk registry, to quickly approve low-risk solutions and mitigate high risk

    Work with the business owner to understand how these systems are designed to work. Tracking normal patterns of behavior and traffic flow may be key to fine-tuning security settings to accommodate these solutions and prevent false positive shutdowns, especially if using automated remediation. Is the business owner identified, and will they be accessible throughout the lifecycle of the solution?

    Physical security: Will these systems be accessible to the public, and can they be secured in a way to minimize theft and vandalism? Will they require additional housing or waterproofing? Could access be completely secured? For example, could anyone access and install malware on a disconnected camera’s SD card?

    Security settings: For ease of service and installation, a vendor may use default security settings and passwords. This can create easy access for hackers to access the network and access sensitive data. Is there a possibility of IP theft though access by sensors? Determine who will have remote access to the system, and if the vendor will be supporting the system, will they be using least privilege or zero trust models? Determine their adherence to your security policy.

    Internet and network access and monitoring: Review connectivity and data transmission requirements and whether these can be accommodated in a way that balances security with operational needs. Will there be a need for air gapping, firewalls, or secure tunnelling, and will these solutions allow for discovery and monitoring? Can the vendor guarantee there are no back doors built into the code? Will the system be monitored for unauthorized access and activity, and what is the response process? Can it be integrated into your security operations center?

    Failover state: IoT devices with actuators or that may impact health and safety will need to be examined. Can you ensure actions in event of a failure will not be negatively impactful? For example, a door that locks on failover and cannot be opened from the inside will create safety risks; however, a door that opens on failover could result in theft of property or IP. Who controls and can access these settings?

    Firmware updates: Assess the history of updates released by the vendor and determine how these updates are sent to the devices and validated. Ensure the product has been developed using trusted platforms with security lifecycle models. Many devices will have embedded security solutions. Ensure these can be integrated into organizational security solutions and risk mitigation strategies.

    Enterprise IoT strategy will require a focus on privacy and risk

    Data aggregation creates new privacy concerns as data may be used outside of the original project parameters. The change of scope will need to be evaluated to determine personally identifiable information and what new issues it can create for the program, organization, and your audience.

    As a point solution, IoT provides a means to collect large amounts of data and, if actuators are completing tasks, act quickly. When determining the use case for IoT and best fit solutions, it’s important to think about what data needs to be collected and what actions will need to be coordinated.

    As the need for more than just a few IoT solutions surfaces, the complexity and potential usefulness of data increases. This can lead to significant changes to the scope of data collection, storage, and analysis, and may lead to unintended consequences.

    Questions to ask your vendors:
    1. Where may there be physical access to sensors and a possibility of theft, and can the data be encrypted?
    2. What type of information is captured by sensors and stored in the solution?
    3. Where is personally identifiable information captured, and where is it stored? How will you meet regulatory requirements such as GDPR? Where does the data fit within existing retention policies, and how long should it be kept?
    4. Will there be a need to post signage or update privacy statements in response to the information being collected?

    If data classification, privacy, and security controls are not yet documented, see Info-Tech’s related blueprints:

    Relevant Research:

    Don’t make assumptions about the type of data gathered with devices – ask the vendor to clearly state how and what is collected

    Carefully review how this information can be used by machine learning, in combination with other solutions, and if there is a possibility of unintended consequences that will create issues for your customers and therefore your own data sets.

    Look for ways of capturing information that will meet your business requirements while mitigating risk of capturing personally identifiable information. Examples would be LiDAR to capture movement instead of video, or AI to blur faces or license plate numbers at time of image capture.

    This chart identifies data collected by smartphone accelerometers which could be used to identify and profile an individual and understand their behaviors.

    Mobile device accelerometer data

    Table of Mobile device accelerometer data with columns 'Detection of sound vibrations', 'Body movements', and 'Motion trajectory of the device', and a key for color-coding labelling purple items as 'Health', yellow items as 'Personality traits, moods & emotions', and green items 'Identification'.
    Overview of sensitive inferences that can be drawn from accelerometer data. (Source: Association for Computing Machinery, 2019.)

    2.4 Exercise – Privacy & Security specialists: Define criteria for assessing proposals and projects

    1-2 hours

    Input: Process documentation for evaluating new technology, Data governance documents

    Output: Interview questions and assessment criteria for Privacy & Security specialists

    Materials: Whiteboard/flip charts, IoT Solution Playbook

    Participants: Steering committee, which may include: Business analyst or business relationship manager, IT executive, Senior data specialist, Senior business executive(s), Privacy & Security senior staff, Infrastructure & Operations senior staff

    1. Review template for the IoT Solution Playbook to ensure it meets your needs; modify as necessary.
    2. Identify the questions that will need to be asked of the solution to ensure security and privacy needs will be met.
    3. Additional questions may help to:
      1. Identify biggest risks created by a large influx of sensors and additional vendors.
      2. Identify options for mitigating risks for privacy and regulatory requirements.

    This initial review is designed to identify risks to data ownership or integrity and ensure data is available for additional uses as deemed appropriate to the organizational goals. This assessment is designed to find major flaws and to mitigate and integrate should the project be approved as viable.

    Download the IoT Solution Playbook

    Review infrastructure requirements to proactively engage with vendors

    A modernized architecture will provide needed flexibility for onboarding new IoT solutions as well as providing the structure to collect, transport, and house data; however, not everything will be on the network. Knowing requirements for integrations, communications, and support will eliminate surprises during implementation.

    The supporting applications will be collecting and analyzing data for each of these solutions, with most being hosted on public clouds or privately by the vendor. Access to the applications for data collection may require APIs or other middleware to transfer data outside of their application. Data transfer may be unimportant if the data collected will stand alone and never be integrated to other systems, but it will be critical if IoT plans include retrieving, aggregating, and analyzing data from most systems. If these systems are closed, determine the process to get this information, whether it’s through scheduled exports or batch transfers.

    Determine if data will be backed up by the vendor or if backups are the responsibility of your team. Work with the business owner to better understand business continuity requirements to plan appropriately for data transmission, storage, and archiving.

    Network and communications will vary dramatically depending on where sensors and actuators are located. On-premises solutions may rely on Wi-Fi on your network or may require an air-gapped or segregated network. External sensors may rely on public Wi-Fi, cellular, or satellite, and this may impact reliability and serviceability. If manual data collection is required, such as collecting SD cards on trail cams, who will be responsible, and will they have the tools and data repository they need to upload data manually? Are you able to work with the vendor to estimate traffic on these networks, and how will that impact costs for cellular or satellite service?

    Investigate power requirements. On-premises solutions may require additional wiring, but if using wind or solar, what is the backup? If using batteries, what is the expected lifespan? Who will be monitoring, and who will be changing the batteries?

    Determine monitoring requirements. Who should be responsible for performance monitoring, outages, data transmission, and validation? Is this a vendor premium service or a process to manage in-house? If managed by the vendor, discuss required SLAs and their ability to meet them.

    If your organization is dealing with technical debt and older architecture which could prevent progress, see Info-Tech’s related blueprints to build out the foundation.

    Relevant Research:

    Determine operational readiness to support and secure IoT solutions

    Availability and capacity planning, business continuity planning, and management of all operational and support requirements will need to be put in place. Execution of controls, maintenance plans, and operational support will be required to mitigate risks and reduce value of the solutions.

    One of the biggest challenges organizations that have already adopted IoT face is management of these systems. Without an accurate inventory, it’s impossible to know how secure the IoT systems are. Abandoned sensors, stolen cameras, and old and unpatched firmware all contribute to security risks.

    Existing asset management solutions may provide the right solution, but they are limited in many cases by the discovery tools in place. Many discovery tools are designed to scan the network and may not have access to segregated or air-gapped networks or a means to access anything in the cloud or requiring remote access. Evaluate the effectiveness of current tools, and if they prove to be inadequate, look for solutions that are geared specifically to IoT as they may provide additional useful management capabilities.

    IoT management tools will provide more than just inventory. They can discover IoT devices in a variety of environments, possibly adding micro-agents to access device attributes such as name, type, and date of build, and allowing metadata and tags to be added. Additionally, these solutions will provide the means to deploy firmware updates, change configuration settings, send notifications if devices are taken offline, and run vulnerability assessments. Some may even have diagnostics tools for troubleshooting and remediation.

    If operational processes aren’t in place, see Info-Tech’s related blueprints to build out the foundation.

    Relevant Research: Diagnostic:

    Identify what needs to happen to onboard these solutions into your support portfolio

    Evaluate support options to determine the best way to support the business. Even if support is completely outsourced, a support plan will be critical for holding vendors to account, bringing support in-house if support doesn’t meet your needs, and understanding dependencies while navigating through incidents and problem- and change-enablement processes.

    Regular maintenance for your team may include battery swaps, troubleshooting camera outages or intermittent sensors, or deploying patches. Understand the support requirements for the product lifecycle and who will be responsible for that work. If the vendor will be applying patches and upgrading firmware, get clarity on how often and how they’ll be deployed and validated. Ask the vendor about support documentation and offerings.

    Determine the best ways of collecting inventory on the solution. Determine what the solution offers to help with this process; however, if the project plan requires specific location details to add sensors, the project list may be the best way to initially onboard the sensors into inventory.

    Determine if warranty offerings are an appropriate solution for devices in each project, to schedule and record appropriate maintenance details and plan replacements as sensors reach end of life. Document dependencies for future planning.

    Stock image of an electrical worker fixing a security camera.

    2.5 Exercise – Infrastructure & Operations specialists: Define criteria for assessing proposals and projects

    1-2 hours

    Input: Process documentation for evaluating new technology, Data governance documents

    Output: Interview questions and assessment criteria for Infrastructure & Operations specialists

    Materials: Whiteboard/flip charts, IoT Solution Playbook

    Participants: Steering committee, which may include: Business analyst or business relationship manager, IT executive, Senior data specialist, Senior business executive(s), Privacy & Security senior staff, Infrastructure & Operations senior staff

    1. Review template for the IoT Solution Playbook to ensure it meets your needs; modify as necessary.
    2. Identify the questions that will need to be asked of the solutions to ensure the solutions can be integrated into the existing environment and operational processes.
    3. Additional questions may help to:
      1. Reduce risks and project failures from solutions that will be difficult to integrate or secure.
      2. Improve project planning for projects that are often driven by the vendor and the business.
      3. Reduce operational risks due to lack of integration with asset and operational processes.

    This initial review is designed to identify risks to data ownership or integrity and ensure data is available for additional uses as deemed appropriate to the organizational goals. This assessment is designed to find major flaws and to mitigate and integrate should the project be approved as viable.

    Download the IoT Solution Playbook

    2.6 Exercise: Define service objectives and evaluation process

    1 hour

    Input: List of criteria in the playbook, Understanding of resource availability of solution evaluators

    Output: Steering committee criteria for progressing projects through the process

    Materials: Whiteboard/flip charts, IoT Steering Committee Charter workbook

    Participants: Steering committee, which may include: Business analyst or business relationship manager, IT executive, Senior data specialist, Senior business executive(s), Privacy & Security senior staff, Infrastructure & Operations senior staff

    Now that you’ve defined the initial review requirements, meet as a group once more to finalize the process for reviewing requests. Look for ways to speed the process, including asynchronous communications and reviews. Consider meeting as a group for any solutions that may be deemed high risk or highly complex.

    1. Agree on what can be identified as a reasonable SLA to respond to the business on these requests.
    2. Agree on methods of communication between committee members and the business.
    3. Determine the criteria for determining when a proof of value should be initiated, and who will lead the process.

    Download the IoT Steering Committee Charter

    Create and Implement an IoT Strategy

    Phase 3

    Prepare for a Proof of Value

    Steering Committee

    1.1 Define the committee’s roles and responsibilities in the IoT Steering Committee Charter

    1.2 Define the IoT steering committee’s vision statement and mandates

    1.3 Define procedures for reviewing proposals and roles and responsibilities

    Intake Process

    2.1 Define requirements for requesting new IoT solutions

    2.2 Define procedures for reviewing proposals and projects – BA/BRM

    2.3 Define procedures for reviewing proposals and projects – Data specialists

    2.4 Define procedures for reviewing proposals and projects – Privacy & Security

    2.5 Define procedures for reviewing proposals and projects – Infrastructure & Operations

    2.6 Define service objectives and evaluation process

    Proof of Value

    3.1 Determine the criteria for running a proof of value

    3.2 Define the template and process for running a proof of value

    This phase will provide the following activities

    • Create proof of value criteria
    • Create proof of value template

    A proof of value can quickly help you prove value or fail fast

    Investing a small amount of time and money up front will validate the possibility of your proposed solution.

    A proof of value will require a vision and definition of your criteria for success, which will be necessary to determine if the project should go ahead. It should take no longer than three months and may be as short as a week.

    When should you run a proof of value?

    • When it is difficult to confirm that the solution is fit for purpose.
    • When the value of the solution is indeterminate.
    • When the solution is early in its lifecycle and not widely proven in the marketplace.
    • When scalability is questionable or unproven.
    • When the solution requires customization or configuration.

    Info-Tech Insight
    Where a solution is well known in the market, requires minimal customization, and is proven to be fit for purpose, a shorter evaluation or conversations with reference clients or partners may be all that is necessary.

    Table titled 'Reasons IoT proof of value projects fail'. There is a column for type of project (ie Scaling, Business, etc), one for reasons, and one for percentages.
    (Microsoft IoT Signals Report 2020, n= 3,000 IT Professionals)

    3.1 Exercise: Define the criteria for running a proof of value

    1 hour

    Input: Agreement of steering committee members to create a process to mitigate risk for complex solutions.

    Output: Proof of value template for use as appropriate to evaluate IoT solutions.

    Materials: IoT Solution Playbook

    Participants: Steering committee, which may include: Business analyst or business relationship manager, IT executive, Senior data specialist, Senior business executive(s), Privacy & Security senior staff, Infrastructure & Operations senior staff

    1. As a group, review the circumstances for when to run a proof of value.
    2. Determine who will help to build the proof of value plan.
    3. Determine requirements for participation in the proof of value process. Consider project size, complexity and risk and visibility.

    Download IoT Solution Playbook

    Design your proof of value to test the viability of the solution

    Engage the right stakeholders early to gather feedback and analysis and determine suitability

    Determine the proof of value methodology to ensure plan allows for fast testing
    • Go back to the original request: What are the goals for implementing this solution? Has this been clearly defined with criteria for success?
    • Define the technical team that will configure the solution, including vendors and technicians. Ensure the vendor fully understands your use cases and goals. Identify the level of support you’ll need to be implement and assess the solution.
    • Define the testing team, including technical and business users. Complete a journey map if needed to define the use case(s) at the right level of detail.
    • Ensure the test use case(s) have been defined and they all agree on the definition of success.
    • Make sure the team is available to do the testing and provide feedback, as high adoption will improve feedback which will be critical to successfully implementing the full solution.
    • Determine how to evaluate scalability with process, resources, and capacity.
    • Evaluate the risks and obstacles to reject the solution or mitigate and prevent scope creep.
    • Evaluate the vendor’s roadmap, training materials, and technical support options.

    Info-Tech Insight

    Additional information on building out a process for testing new technology can be found in the blueprint: Exploit Disruptive Infrastructure Technology.

    “Although scope creep is not the only nemesis a project can have, it does tend to have the farthest reach. Without a properly defined project and/or allowing numerous changes along the way, a project can easily go over budget, miss the deadline, and wreak havoc on project success.” (University Alliance, Villanova University)

    Define your objectives for the proof of value

    Referencing documents submitted to the committee, continue to refine the problem statement.

    Objectives are a key first step to show the solution will meet your needs.
    • Every technology is designed to solve a problem faced by somebody somewhere. For each technology that your team has decided to move forward with, identify and clearly state the problem it would solve.
    • A clear problem statement is a crucial part of a new technology’s business case. It is impossible to earn buy-in from the rest of the organization without demonstrating the necessity of a solution.
    • Perfection is impossible to achieve, especially during a proof of value (POV). However, knowing the pain points of the way things are done without this technology, and noting a reduction in pain and increase in efficiency and accuracy of data gathering will help in the initial feedback of the tests. Ensure the proof of value includes data validation to test accuracy.

    Info-Tech Insight

    Know your metrics going into the proof of value. Document performance, quality, and time to do the work and compare to metrics in the proof of value. Agree on what success looks like, to ensure that improvements are substantial enough to justify the expense and effort of implementing the solution.

    Questions to consider:
    • What are the project’s goals?
    • What is the desired future state?
    • What problems must be solved to call the POV a viable solution?
    • Where will the project be rolled out? Are there any concerns about communications and power that may need to be addressed?
    • Are there any risks to watch for?

    Info-Tech Insight

    Be sure to avoid scope creep! Remember: the goal of the proof of value project is to produce a minimum case for viability in a carefully defined area. Reserve a detailed accounting of costs and benefits for after the proof of value stage.

    Define use cases to test against current methods

    Outline the solution to the problem

    Determine how the solution should perform in completing tasks. Be careful not to focus too heavily on how things are done today: You’re looking for dramatic improvements, not going back to existing workarounds.
    • The use case will help to define the scope of the project, define adjacent use cases or tasks that will be out of scope, and to contain the test to a reasonable effort and time frame, while still testing core functionality.
    • Map processes based on expectations of how the solution should work, and compare these to the way things are done today. Identify if there are obvious improvements to the existing processes that if done, would change the existing results significantly. Take this into account when reviewing results. (This will also be useful if the project isn’t approved or is delayed.)
    • Identify where tasks and data collection will be automated and where they will need to stay manual or require additional integrations or solutions such as RPA. These other solutions may not factor into the proof of value but will need to be identified on the solution roadmap if it goes ahead.

    Blocks with arrows in between them, like an example of a step progression.

    Define steps to reach these goals today:
    • Discuss steps to completion
    • Effort to collect data
    • Effort to validate and correct data
    • Effort and ability to use the data for decision making, understanding your customers, and process improvements
    • Quality of data available with current methods compared to quality and volume of data using an IoT solution

    Determine the appropriate project team

    Bring in team members from the business and technical sides to test for those functions that matter most to each team. This effort will enable them to quickly identify risks and mitigate them as part of the product rollout or start the process to look at alternative solutions.
    • Stakeholders: Anyone who is impacted by the new technology and who will end up using, approving, or implementing it. Identify team members who will be willing and able to test the systems for data quality, collection, and workflow improvements.
    • Data analysts: Include someone who can validate the usefulness of data to meet the needs of the organization.
    • Security & Privacy: Include these team members to validate their expectations of how privacy and security needs can be met.
    • Infrastructure & Operations: These team members can test integrations, data collections, traffic flow, etc.
    • Vendor: Discuss what part the vendor can play in setting up the solution for running the proof of value.
    • Other business units: Identify business units that could benefit or be impacted by this solution. Invite them to participate in the roof of value, but remember to contain scope.
    Leverage the insights of the diverse working group
    • Processes are designed to transform inputs into outputs. All business activities can be mapped into processes.
    • A process map illustrates the sequence of actions and decisions that transform an input into an output.
    • Effective mapping gives managers an “aerial” view of the company’s processes, making it easier to identify inefficiencies, reduce waste, and ultimately streamline operations.
    • To identify business processes, have group members familiar with the affected business units identify how jobs are typically accomplished within those units.
    • Ensure they have the time to test the solution and provide valid feedback.

    Estimate the resources required for the pilot

    Time, money, technology, resources

    The benefit of running a proof of value is to make a decision on viability of a solution without the expense of implementing a full solution. This isn’t necessary for low-risk, highly proven solutions, which could be validated with references instead.

    Estimate

    Estimate the number of hours needed to implement the proof of value.

    Estimate

    Estimate the hours needed for business users to test.

    Estimate

    Estimate the costs of technology. If the solution can be run in a vendor sandbox or in a test/dev instance in the cloud, you may be able to keep these costs very low.

    Determine

    Determine the appropriate number of devices to test in multiple locations and environments; work with the vendor to see if they have evaluation devices or discounts for proof of value purposes.

    Conduct a post-proof of value review to finalize the decision to move forward

    Gather evaluators together to ensure the pilot team completed their assessments. A common failure of pilots is making assumptions around the level of participation that has taken place.
    • The core working group is responsible for producing a vision of the future and outlining new technology’s disruptive potential. The actual implementation of the proof of value (purchasing the hardware, negotiating the SLA with the vendor) is beyond the committee’s responsibilities.
    • If the proof of value goes ahead, the facilitator should block some time to evaluate the completed project against the key performance indicators identified in the initial plan.
    • Use the Proof of Value Template section of the IoT Solution Playbook to document POV requirements as well as finalizing the feedback loop.
    • Determine ratings for the proof of value to identify which solutions are not viable and which levels of viability are worth moving forward. Some viable solutions may need a different vendor, and some may need customization or multiple integrations. This is important for the project team to move ahead with the implementation.
    • Encourage everyone to provide enough feedback on the various processes to be confident in their declarations of worthiness and to confirm the proof of value was thorough.
    • Communicate your working group’s findings and success to a wide audience to gain interest in IoT solutions as well as to encourage the business to work with the committee to integrate solutions into the governance and operational structure.

    3.2 Exercise: Create a template for designing a proof of value

    1-3 hours

    Input: Agreement of steering committee members to create a process to mitigate risk for complex solutions

    Output: Proof of value template for use as appropriate to evaluate IoT solutions

    Materials: Whiteboard/flip charts, IoT Solution Playbook

    Participants: Steering committee, which may include: Business analyst or business relationship manager, IT executive, Senior data specialist, Senior business executive(s), Privacy & Security senior staff, Infrastructure & Operations senior staff

    1. As a group, review the Proof of Value Template section of the IoT Solution Playbook to determine if it will meet the needs of your business and technical groups.
    2. Determine who will work with the business to create the proof of value plan.
    3. Modify the template to suit your needs, keeping in mind a need for clarity of purpose, communications throughout the POV, and clearly stated goals and definitions of success.
    4. Set a target timeframe to run the POV, preferably no longer than 90 days.
    5. Determine appropriate steps to take for POVs that do not garner the expected participation to qualify a solution to move forward.
    6. Determine appropriate reporting for the evaluation process.

    Download IoT Solution Playbook

    Communications

    As with any new product, marketing and communications will be an important first step in letting the business know how to engage IT in its assessments of IoT innovations. As these solutions prove themselves, or even as you help the business to find better solutions, share your successes with the rest of the organization.

    Business units are already being courted by the vendors, so it’s up to IT to insert themselves in the process in a way that helps improve the success of the business team while still meeting IT’s objectives.

    Your customers will not willingly engage in highly bureaucratic processes and need to see a reason to engage.

    1. Keep the intake process simple.
    2. Provide support to answer the tough questions.
    3. Be clear on the benefits to the organization and the business unit by engaging with your group, and be clear about how you will help within a reasonable time frame.
      • IT will help navigate the vendor prerequisites, contracts, and product setup.
      • IT will assume some of the responsibility for the solution, especially around security and privacy.
      • The business unit will reap the rewards of the solution with minimal operational effort.

    Info-Tech Insight

    Consider building your playbook into your service catalog to make it easy for business users to start the request process. From there, you can create workflows and notifications, track progress, set and meet SLAs, and enable efficient asynchronous communications.

    Research Contributors and Experts

    Photo of John Burwash, Senior Director, Executive Services, Info-Tech Research Group.

    John Burwash
    Senior Director, Executive Services
    Info-Tech Research Group

    INFO~TECH RESEARCH GROUP

    Info-Tech Research Group is an IT research and advisory firm with over 23 years of experience helping enterprises around the world with managing and improving core IT processes. They write highly relevant and unbiased research to help leaders make strategic, timely, and well-informed decisions.

    External contributors
    4 external contributors have asked to remain anonymous.

    Photo of Jennifer Jones, Senior Research Advisor, Industry, Info-Tech Research Group.

    Jennifer Jones
    Senior Research Advisor, Industry
    Info-Tech Research Group

    Photo of Aaron Shum, Vice President, Security, Privacy & Risk, Info-Tech Research Group.

    Aaron Shum
    Vice President, Security, Privacy & Risk
    Info-Tech Research Group

    Photo of Rajesh Parab, Research Director, Applications, Data & Analytics, Info-Tech Research Group.

    Rajesh Parab
    Research Director, Applications, Data & Analytics
    Info-Tech Research Group

    Photo of Frank Sargent, Senior Director Practice Lead, Security, Privacy & Risk, Info-Tech Research Group.

    Frank Sargent
    Senior Director Practice Lead, Security, Privacy & Risk
    Info-Tech Research Group

    Photo of Scott Young, Principal Research Advisor, Infrastructure, Info-Tech Research Group.

    Scott Young
    Principal Research Advisor, Infrastructure
    Info-Tech Research Group

    Photo of Rocco Rao, Director, Research Advisor, Industry, Info-Tech Research Group.

    Rocco Rao
    Director, Research Advisor, Industry
    Info-Tech Research Group

    Bibliography

    Ayyaswamy, Regu, et al. “IoT Is Enabling Enterprise Strategies for New Beginnings.” Tata Consulting Services, 2020. Web.

    “Data Volume of Internet of Things (IoT) Connections Worldwide in 2019 and 2025.” Statistia, 2020.

    Dos Santos, Daniel, et al. “Cybersecurity in Building Automation Systems (BAS).” Forescout, 2020. Web.

    Earle, Nick. “Overcoming the Barriers to Global IoT Connectivity: How Regional Operators Can Reap Rewards From IoT.” IoTNow, 30 June 2021. Web.

    Faludi, Rob. “How Do IoT Devices Communicate?” Digi, 26 Mar. 2021. Web.

    Halper, Fern, and Philip Russom. “TDWI IoT Data Readiness Guide, Interpreting Your Assessment Score.” Cloudera, 2018. Web.

    Horwitz, Lauren. “IoT Enterprise Deployments Continue Apace, Despite COVID-19.” IoT World Today, 22 Apr. 2021.

    “How Does IoT Data Collection Work?” Digiteum, 13 Feb. 2020. Web.

    “IoT Data: How to Collect, Process, and Analyze Them.” Spiceworks, 26 Mar. 2019. Web.

    IoT Signals Report: Edition 2, Hypothesis Group for Microsoft, Oct. 2020. Web.

    King, Stacey. “4 Key Considerations for Consistent IoT Manageability and Security.” Forescout, 22 Aug. 2019. Web.

    Krämer, Jurgen. “Why IoT Projects Fail and How to Beat the Odds.” Software AG, 2020. Web.

    Kröger, Jacob Leon, et al. “Privacy Implications of Accelerometer Data: A Review of Possible Inferences” ICCSP, Jan. 2019, pp. 81-7. Web.

    Manyika, James, et al. “Unlocking the Potential of the Internet of Things.” McKinsey Global Institute, 1 June 2015. Web.

    Ricco, Emily. “How To Run a Successful Proof of Concept – Lessons From Hubspot.” Filtered. Web.

    Rodela, Jimmy. “The Blueprint, Your Complete Guide to Proof of Concept.” Motley Fool, 2 Jan 2021. Web.

    Sánchez, Julia, et al. “An Integral Pedagogical Strategy for Teaching and Learning IoT Cybersecurity.” Sensors, vol. 20, no. 14, July 2020, p. 3970.

    The IoT Generation of Vulnerabilities. SC Media, 2020. E-book.

    Woods, James P., Jr. “How Consumer IoT Devices Can Break Your Security.” HPE, 2 Nov. 2021.

    Master Your Security Incident Response Communications Program

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    • Parent Category Name: Threat Intelligence & Incident Response
    • Parent Category Link: /threat-intelligence-incident-response
    • When a significant security incident is discovered, usually very few details are known for certain. Nevertheless, the organization will need to say something to affected stakeholders.
    • Security incidents tend to be ongoing situations that last considerably longer than other types of crises, making communications a process rather than a one-time event.
    • Effective incident response communications require collaboration from: IT, Legal, PR, and HR – groups that often speak “different languages.”

    Our Advice

    Critical Insight

    • There’s no such thing as successful incident response communications; strive instead for effective communications. There will always be some fallout after a security incident, but it can be effectively mitigated through honesty, transparency, and accountability.
    • Effective external communications begin with effective internal communications. Security Incident Response Team members come from departments that don’t usually work closely with each other. This means they often have different ways of thinking and speaking about issues. Be sure they are familiar with each other before a crisis occurs.
    • You won’t save face by withholding embarrassing details. Lying only makes a bad situation worse, but coming clean and acknowledging shortcomings (and how you’ve fixed them) can go a long way towards restoring stakeholders’ trust.

    Impact and Result

    • Effective and efficient management of security incidents involves a formal process of preparation, detection, analysis, containment, eradication, recovery, and post-incident activities: communications must be integrated into each of these phases.
    • Understand that prior planning helps to take the guesswork out of incident response communications. By preparing for several different types of security incidents, the communications team will get used to working with each other, as well as learning what strategies are and are not effective. Remember, the communications team contains diverse members from various departments, and each may have different ideas about what information is important to release.

    Master Your Security Incident Response Communications Program Research & Tools

    Start here – read the Executive Brief

    Read our concise Executive Brief to find out why you should implement a security incident response communications plan, 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. Dive into communications planning

    This phase addresses the benefits and challenges of incident response communications and offers advice on how to assemble a communications team and develop a threat escalation protocol.

    • Master Your Security Incident Response Communications Program – Phase 1: Dive Into Communications Planning
    • Security Incident Management Plan

    2. Develop your communications plan

    This phase focuses on creating an internal and external communications plan, managing incident fallout, and conducting a post-incident review.

    • Master Your Security Incident Response Communications Program – Phase 2: Develop Your Communications Plan
    • Security Incident Response Interdepartmental Communications Template
    • Security Incident Communications Policy Template
    • Security Incident Communications Guidelines and Templates
    • Security Incident Metrics Tool
    • Tabletop Exercises Package
    [infographic]

    Build Your Data Quality Program

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    • Parent Category Name: Data Management
    • Parent Category Link: /data-management
    • Experiencing the pitfalls of poor data quality and failing to benefit from good data quality, including:
      • Unreliable data and unfavorable output.
      • Inefficiencies and costly remedies.
      • Dissatisfied stakeholders.
    • The chances of successful decision-making capabilities are hindered with poor data quality.

    Our Advice

    Critical Insight

    • Address the root causes of your data quality issues and form a viable data quality program.
      • Be familiar with your organization’s data environment and business landscape.
      • Prioritize business use cases for data quality fixes.
      • Fix data quality issues at the root cause to ensure proper foundation for your data to flow.
    • It is important to sustain best practices and grow your data quality program.

    Impact and Result

    • Implement a set of data quality initiatives that are aligned with overall business objectives and aimed at addressing data practices and the data itself.
    • Develop a prioritized data quality improvement project roadmap and long-term improvement strategy.
    • Build related practices such as artificial intelligence and analytics with more confidence and less risk after achieving an appropriate level of data quality.

    Build Your Data Quality Program Research & Tools

    Start here – read the Executive Brief

    Read our concise Executive Brief to find out why you should establish a data quality 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. Define your organization’s data environment and business landscape

    Learn about what causes data quality issues, how to measure data quality, what makes a good data quality practice in relation to your data and business environments.

    • Business Capability Map Template

    2. Analyze your priorities for data quality fixes

    Determine your business unit priorities to create data quality improvement projects.

    • Data Quality Problem Statement Template
    • Data Quality Practice Assessment and Project Planning Tool

    3. Establish your organization’s data quality program

    Revisit the root causes of data quality issues and identify the relevant root causes to the highest priority business unit, then determine a strategy for fixing those issues.

    • Data Lineage Diagram Template
    • Data Quality Improvement Plan Template

    4. Grow and sustain your data quality practices

    Identify strategies for continuously monitoring and improving data quality at the organization.

    Infographic

    Workshop: Build Your Data Quality 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 Organization’s Data Environment and Business Landscape

    The Purpose

    Evaluate the maturity of the existing data quality practice and activities.

    Assess how data quality is embedded into related data management practices.

    Envision a target state for the data quality practice.

    Key Benefits Achieved

    Understanding of the current data quality landscape

    Gaps, inefficiencies, and opportunities in the data quality practice are identified

    Target state for the data quality practice is defined

    Activities

    1.1 Explain approach and value proposition

    1.2 Detail business vision, objectives, and drivers

    1.3 Discuss data quality barriers, needs, and principles

    1.4 Assess current enterprise-wide data quality capabilities

    1.5 Identify data quality practice future state

    1.6 Analyze gaps in data quality practice

    Outputs

    Data Quality Management Primer

    Business Capability Map Template

    Data Culture Diagnostic

    Data Quality Diagnostic

    Data Quality Problem Statement Template

    2 Create a Strategy for Data Quality Project 1

    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

    2.1 Create business unit prioritization roadmap

    2.2 Develop subject areas project scope

    2.3 By subject area 1 data lineage analysis, root cause analysis, impact assessment, and 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 Understand how data quality management fits in with the organization’s data governance and data management programs

    3.2 By subject area 2 data lineage analysis, root cause analysis, impact assessment, and business analysis

    Outputs

    Data Lineage Diagram

    Root Cause Analysis

    Impact Analysis

    4 Create a Strategy for Data Quality Project 3

    The Purpose

    Determine a strategy for fixing data quality issues for the highest priority business unit

    Key Benefits Achieved

    Strategy defined for fixing data quality issues for highest priority business unit

    Activities

    4.1 Formulate strategies and actions to achieve data quality practice future state

    4.2 Formulate a data quality resolution plan for the defined subject area

    4.3 By subject area 3 data lineage analysis, root cause analysis, impact assessment, and business analysis

    Outputs

    Data Quality Improvement Plan

    Data Lineage Diagram

    5 Create a Plan for Sustaining Data Quality

    The Purpose

    Plan for continuous improvement in data quality

    Incorporate data quality management into the organization’s existing data management and governance programs

    Key Benefits Achieved

    Sustained and communicated data quality program

    Activities

    5.1 Formulate metrics for continuous tracking of data quality and monitoring the success of the data quality improvement initiative

    5.2 Workshop Debrief with Project Sponsor

    5.3 Meet with project sponsor/manager to discuss results and action items

    5.4 Wrap up outstanding items from the workshop, deliverables expectations, GIs

    Outputs

    Data Quality Practice Improvement Roadmap

    Data Quality Improvement Plan (for defined subject areas)

    Further reading

    Build Your Data Quality Program

    Quality Data Drives Quality Business Decisions

    Executive Brief

    Analyst Perspective

    Get ahead of the data curve by conquering data quality challenges.

    Regardless of the driving business strategy or focus, organizations are turning to data to leverage key insights and help improve the organization’s ability to realize its vision, key goals, and objectives.

    Poor quality data, however, can negatively affect time-to-insight and can undermine an organization’s customer experience efforts, product or service innovation, operational efficiency, or risk and compliance management. If you are looking to draw insights from your data for decision making, the quality of those insights is only as good as the quality of the data feeding or fueling them.

    Improving data quality means having a data quality management practice that is sustainably successful and appropriate to the use of the data, while evolving to keep pace with or get ahead of changing business and data landscapes. It is not a matter of fixing one data set at a time, which is resource and time intensive, but instead identifying where data quality consistently goes off the rails, and creating a program to improve the data processes at the source.

    Crystal Singh

    Research Director, Data and Analytics

    Info-Tech Research Group

    Executive Summary

    Your Challenge

    Your organization is experiencing the pitfalls of poor data quality, including:

    • Unreliable data and unfavorable output.
    • Inefficiencies and costly remedies.
    • Dissatisfied stakeholders.

    Poor data quality hinders successful decision making.

    Common Obstacles

    Not understanding the purpose and execution of data quality causes some disorientation with your data.

    • Failure to realize the importance/value of data quality.
    • Unsure of where to start with data quality.
    • Lack of investment in data quality.

    Organizations tend to adopt a project mentality when it comes to data quality instead of taking the strategic approach that would be all-around more beneficial in the long term.

    Info-Tech’s Approach

    Address the root causes of your data quality issues by forming a viable data quality program.

    • Be familiar with your organization’s data environment and business landscape.
    • Prioritize business use cases for data quality fixes.
    • Fixing data quality issues at the root cause to ensure a proper foundation for your data to flow.

    It is important to sustain best practices and grow your data quality program.

    Info-Tech Insight

    Fix data quality issues as close as possible to the source of data while understanding that business use cases will each have different requirements and expectations from data quality.

    Data is the foundation of your organization’s knowledge

    Data enables your organization to make decisions.

    Reliable data is needed to facilitate data consumers at all levels of the enterprise.

    Insights, knowledge, and information are needed to inform operational, tactical, and strategic decision-making processes. Data and information are needed to manage the business and empower business processes such as billing, customer touchpoints, and fulfillment.

    Raw Data

    Business Information

    Actionable Insights

    Data should be at the foundation of your organization’s evolution. The transformational insights that executives are constantly seeking can be uncovered with a data quality practice that makes high-quality, trustworthy information readily available to the business users who need it.

    98% of companies use data to improve customer experience. (Experian Data Quality, 2019)

    High-Level Data Architecture

    The image is a graphic, which at the top shows different stages of data, and in the lower part of the graphic shows the data processes.

    Build Your Data Quality Program

    1. Data Quality & Data Culture Diagnostics Business Landscape Exercise
    2. Business Strategy & Use Cases
    3. Prioritize Use Cases With Poor Quality

    Info-Tech Insight

    As data is ingested, integrated, and maintained in the various streams of the organization's system and application architecture, there are multiple points where the quality of the data can degrade.

    1. Understand the organization's data culture and data quality environment across the business landscape.
    2. Prioritize business use cases with poor data quality.
    3. For each use case, identify data quality issues and requirements throughout the data pipeline.
    4. Fix data quality issues at the root cause.
    5. As data flow through quality assurance monitoring checkpoints, monitor data to ensure good quality output.

    Insight:

    Proper application of data quality dimensions throughout the data pipeline will result in superior business decisions.

    Data quality issues can occur at any stage of the data flow.

    The image shows the flow of data through various stages: Data Creation; Data Ingestion; Data Accumulation and Engineering; Data Delivery; and Reporting & Analytics. At the bottom, there are two bars: the left one labelled Fix data quality root causes here...; and the right reads: ...to prevent expensive cures here.

    The image is a legend that accompanies the data flow graphic. It indicates that a white and green square icon indicates Data quality dimensions; a red cube indicates a potential point of data quality degradation; the pink square indicates Root cause of poor data quality; and a green flag indicates Quality Assurance Monitoring.

    Prevent the domino effect of poor data quality

    Data is the foundation of decisions made at data-driven organizations.

    Therefore, if there are problems with the organization’s underlying data, this can have a domino effect on many downstream business functions.

    Let’s use an example to illustrate the domino effect of poor data quality.

    Organization X is looking to migrate their data to a single platform, System Y. After the migration, it has become apparent that reports generated from this platform are inconsistent and often seem wrong. What is the effect of this?

    1. Time must be spent on identifying the data quality issues, and often manual data quality fixes are employed. This will extend the time to deliver the project that depends on system Y by X months.
    2. To repair these issues, the business needs to contract two additional resources to complete the unforeseen work. The new resources cost $X each, as well as additional infrastructure and hardware costs.
    3. Now, the strategic objectives of the business are at risk and there is a feeling of mistrust in the new system Y.

    Three key challenges impacting the ability to deliver excellent customer experience

    30% Poor data quality

    30% Method of interaction changing

    30% Legacy systems or lack of new technology

    95% Of organizations indicated that poor data quality undermines business performance.

    (Source: Experian Data Quality, 2019)

    Maintaining quality data will support more informed decisions and strategic insight

    Improving your organization’s data quality will help the business realize the following benefits:

    Data-Driven Decision Making

    Business decisions should be made with a strong rationale. Data can provide insight into key business questions, such as, “How can I provide better customer satisfaction?”

    89% Of CIOs surveyed say lack of quality data is an obstacle to good decision making. (Larry Dignan, CIOs juggling digital transformation pace, bad data, cloud lock0in and business alignment, 2020)

    Customer Intimacy

    Improve marketing and the customer experience by using the right data from the system of record to analyze complete customer views of transactions, sentiments, and interactions.

    94% Percentage of senior IT leaders who say that poor data quality impinges business outcomes. (Clint Boulton, Disconnect between CIOs and LOB managers weakens data quality, 2016)

    Innovation Leadership

    Gain insights on your products, services, usage trends, industry directions, and competitor results to support decisions on innovations, new products, services, and pricing.

    20% Businesses lose as much as 20% of revenue due to poor data quality. (RingLead Data Management Solutions, 10 Stats About Data Quality I Bet You Didn’t Know)

    Operational Excellence

    Make sure the right solution is delivered rapidly and consistently to the right parties for the right price and cost structure. Automate processes by using the right data to drive process improvements.

    10-20% The implementation of data quality initiatives can lead to reductions in corporate budget of up to 20%. (HaloBI, 2015)

    However, maintaining data quality is difficult

    Avoid these pitfalls to get the true value out of your data.

    1. Data debt drags down ROI – a high degree of data debt will hinder you from attaining the ROI you’re expecting.
    2. Lack of trust means lack of usage – a lack of confidence in data results in a lack of data usage in your organization, which negatively effects strategic planning, KPIs, and business outcomes.
    3. Strategic assets become a liability – bad data puts your business at risk of failing compliance standards, which could result in you paying millions in fines.
    4. Increased costs and inefficiency – time spent fixing bad data means less workload capacity for your important initiatives and the inability to make data-based decisions.
    5. Barrier to adopting data-driven tech – emerging technologies, such as predictive analytics and artificial intelligence, rely on quality data. Inaccurate, incomplete, or irrelevant data will result in delays or a lack of ROI.
    6. Bad customer experience – Running your business on bad data can hinder your ability to deliver to your customers, growing their frustration, which negatively impacts your ability to maintain your customer base.

    Info-Tech Insight

    Data quality suffers most at the point of entry. This is one of the causes of the domino effect of data quality – and can be one of the most costly forms of data quality errors due to the error propagation. In other words, fix data ingestion, whether through improving your application and database design or improving your data ingestion policy, and you will fix a large majority of data quality issues.

    Follow Our Data & Analytics Journey

    Data Quality is laced into Data Strategy, Data Management, and Data Governance.

    • Data Strategy
      • Data Management
        • Data Quality
        • Data Governance
          • Data Architecture
            • MDM
            • Data Integration
            • Enterprise Content Management
            • Information Lifecycle Management
              • Data Warehouse/Lake/Lakehouse
                • Reporting and Analytics
                • AI

    Data quality is rooted in data management

    Extract Maximum Benefit Out of Your Data Quality Management.

    • Data management is the planning, execution, and oversight of policies, practices, and projects that acquire, control, protect, deliver, and enhance the value of data and information assets (DAMA, 2009).
    • In other words, getting the right information, to the right people, at the right time.
    • Data quality management exists within each of the data practices, information dimensions, business resources, and subject areas that comprise the data management framework.
    • Within this framework, an effective data quality practice will replace ad hoc processes with standardized practices.
    • An effective data quality practice cannot succeed without proper alignment and collaboration across this framework.
    • Alignment ensures that the data quality practice is fit for purpose to the business.

    The DAMA DMBOK2 Data Management Framework

    • Data Governance
      • Data Quality
      • Data Architecture
      • Data Modeling & Design
      • Data Storage & Operations
      • Data Security
      • Data Integration & Interoperability
      • Documents & Content
      • Reference & Master Data
      • Data Warehousing & Business Intelligence
      • Meta-data

    (Source: DAMA International)

    Related Info-Tech Research

    Build a Robust and Comprehensive Data Strategy

    • People often think that the main problems they need to fix first are related to data quality when the issues transpire at a much larger level. This blueprint is the key to building and fostering a data-driven culture.

    Create a Data Management Roadmap

    • Refer to this blueprint to understand data quality in the context of data disciplines and methods for improving your data management capabilities.

    Establish Data Governance

    • Define an effective data governance strategy and ensure the strategy integrates well with data quality with this blueprint.

    Info-Tech’s methodology for Data Quality

    Phase Steps 1. Define Your Organization’s Data Environment and Business Landscape 2. Analyze Your Priorities for Data Quality Fixes 3. Establish Your Organization’s Data Quality Program 4. Grow and Sustain Your Data Quality Practice
    Phase Outcomes This step identifies the foundational understanding of your data and business landscape, the essential concepts around data quality, as well as the core capabilities and competencies that IT needs to effectively improve data quality. To begin addressing specific, business-driven data quality projects, you must identify and prioritize the data-driven business units. This will ensure that data improvement initiatives are aligned to business goals and priorities. After determining whose data is going to be fixed based on priority, determine the specific problems that they are facing with data quality, and implement an improvement plan to fix it. Now that you have put an improvement plan into action, make sure that the data quality issues don’t keep cropping up. Integrate data quality management with data governance practices into your organization and look to grow your organization’s overall data maturity.

    Info-Tech Insight

    “Data Quality is in the eyes of the beholder.”– Igor Ikonnikov, Research Director

    Data quality means tolerance, not perfection

    Data from Info-Tech’s CIO Business Vision Diagnostic, which represents over 400 business stakeholders, shows that data quality is very important when satisfaction with data quality is low.

    However, when data quality satisfaction hit a threshold, it became less important.

    The image is a line graph, with the X-axis labelled Satisfaction with Data Quality, and the Y axis labelled Rated Importance for Data Quality. The line begins high, and then descends. There is text inside the graph, which is transcribed below.

    Respondents were asked “How satisfied are you with the quality, reliability, and effectiveness of the data you use to manage your group?” as well as to rank how important data quality was to their organization.

    When the business satisfaction of data quality reached a threshold value of 71-80%, the rated importance reached its lowest value.

    Info-Tech Insight

    Data needs to be good, but truly spectacular data may go unnoticed.

    Provide the right level of data quality, with the appropriate effort, for the correct usage. This blueprint will help you to determine what “the right level of data quality” means, as well as create a plan to achieve that goal for the business.

    Data Roles and Responsibilities

    Data quality occurs through three main layers across the data lifecycle

    Data Strategy

    Data Strategy should contain Data Quality as a standard component.

    ← Data Quality issues can occur throughout at any stage of the data flow →

    DQ Dimensions

    Timeliness – Representation – Usability – Consistency – Completeness – Uniqueness – Entry Quality – Validity – Confidence – Importance

    Source System Layer

    • Data Resource Manager/Collector: Enters data into a database and ensures that data collection sources are accurate

    Data Transformation Layer

    • ETL Developer: Designs data storage systems
    • Data Engineer: Oversees data integrations, data warehouses and data lakes, data pipelines
    • Database Administrator: Manages database systems, ensures they meet SLAs, performances, backups
    • Data Quality Engineer: Finds and cleanses bad data in data sources, creates processes to prevent data quality problems

    Consumption Layer

    • Data Scientist: Gathers and analyses data from databases and other sources, runs models, and creates data visualizations for users
    • BI Analyst: Evaluates and mines complex data and transforms it into insights that drive business value. Uses BI software and tools to analyze industry trends and create visualizations for business users
    • Data Analyst: Extracts data from business systems, analyzes it, and creates reports and dashboards for users
    • BI Engineer: Documents business needs on data analysis and reporting and develops BI systems, reports, and dashboards to support them
    Data Creation → [SLA] Data Ingestion [ QA] →Data Accumulation & Engineering → [SLA] Data Delivery [QA] →Reporting & Analytics
    Fix Data Quality root causes here… to prevent expensive cures here.

    Executive Brief Case Study

    Industry: Healthcare

    Source: Primary Info-Tech Research

    Align source systems to maximize business output.

    A healthcare insurance agency faced data quality issues in which a key business use case was impacted negatively. Business rules were not well defined, and default values instead of real value caused a concern. When dealing with multiple addresses, data was coming from different source systems.

    The challenge was to identify the most accurate address, as some were incomplete, and some lacked currency and were not up to date. This especially challenged a key business unit, marketing, to derive business value in performing key activities by being unable to reach out to existing customers to advertise any additional products.

    For this initiative, this insurance agency took an economic approach by addressing those data quality issues using internal resources.

    Results

    Without having any MDM tools or having a master record or any specific technology relating to data quality, this insurance agency used in-house development to tackle those particular issues at the source system. Data quality capabilities such as data profiling were used to uncover those issues and address them.

    “Data quality is subjective; you have to be selective in terms of targeting the data that matters the most. When getting business tools right, most issues will be fixed and lead to achieving the most value.” – Asif Mumtaz, Data & Solution Architect

    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 Phase 2 Phase 3 Phase 4
    • Call #1: Learn about the concepts of data quality and the common root causes of poor data quality.
    • Call #2: Identify the core capabilities of IT for improving data quality on an enterprise scale.
    • Call #3: Determine which business units use data and require data quality remediation.
    • Call #4: Create a plan for addressing business unit data quality issues according to priority of the business units based on value and impact of data.
    • Call #5: Revisit the root causes of data quality issues and identify the relevant root causes to the highest priority business unit.
    • Call #6: Determine a strategy for fixing data quality issues for the highest priority business unit.
    • Call #7: Identify strategies for continuously monitoring and improving data quality at the organization.
    • Call #8: Learn how to incorporate data quality practices in the organization’s larger data management and data governance frameworks.
    • Call #9: Summarize results and plan next steps on how to evolve your data landscape.

    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 eight to twelve calls over the course of four to six 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
    Define Your Organization’s Data Environment and Business Landscape Create a Strategy for Data Quality Project 1 Create a Strategy for Data Quality Project 2 Create a Strategy for Data Quality Project 3 Create a Plan for Sustaining Data Quality
    Activities
    1. Explain approach and value proposition.
    2. Detail business vision, objectives, and drivers.
    3. Discuss data quality barriers, needs, and principles.
    4. Assess current enterprise-wide data quality capabilities.
    5. Identify data quality practice future state.
    6. Analyze gaps in data quality practice.
    1. Create business unit prioritization roadmap.
    2. Develop subject areas project scope.
    3. By subject area 1:
    • Data lineage analysis
    • Root cause analysis
    • Impact assessment
    • Business analysis
    1. Understand how data quality management fits in with the organization’s data governance and data management programs.
    2. By subject area 2:
    • Data lineage analysis
    • Root cause analysis
    • Impact assessment
    • Business analysis
    1. Formulate strategies and actions to achieve data quality practice future state.
    2. Formulate data quality resolution plan for defined subject area.
    3. By subject area 3:
    • Data lineage analysis
    • Root cause analysis
    • Impact assessment
    • Business analysis
    1. Formulate metrics for continuous tracking of data quality and monitoring the success of the data quality improvement initiative.
    2. Workshop Debrief with Project Sponsor.
    • Meet with project sponsor/manager to discuss results and action items.
    • Wrap up outstanding items from the workshop, deliverables expectations, GIs.
    Deliverables
    1. Data Quality Management Primer
    2. Business Capability Map Template
    3. Data Culture Diagnostic
    4. Data Quality Diagnostic
    5. Data Quality Problem Statement Template
    1. Business Unit Prioritization Roadmap
    2. Subject area scope
    3. Data Lineage Diagram
    1. Data Lineage Diagram
    2. Root Cause Analysis
    3. Impact Analysis
    1. Data Lineage Diagram
    2. Data Quality Improvement Plan
    1. Data Quality Practice Improvement Roadmap
    2. Data Quality Improvement Plan (for defined subject areas)

    Phase 1

    Define Your Organization’s Data Environment and Business Landscape

    Build Your Data Quality Program

    Data quality is a methodology and must be treated as such

    A comprehensive data quality practice includes appropriate business requirements gathering, planning, governance, and oversight capabilities, as well as empowering technologies for properly trained staff, and ongoing development processes.

    Some common examples of appropriate data management methodologies for data quality are:

    • The data quality team has the necessary competencies and resources to perform the outlined workload.
    • There are processes that exist for continuously evaluating data quality performance capabilities.
    • Improvement strategies are designed to increase data quality performance capabilities.
    • Policies and procedures that govern data quality are well-documented, communicated, followed, and updated.
    • Change controls exist for revising policies and procedures, including communication of updates and changes.
    • Self-auditing techniques are used to ensure business-IT alignment when designing or recalibrating strategies.

    Effective data quality practices coordinate with other overarching data disciplines, related data practices, and strategic business objectives.

    “You don’t solve data quality with a Band-Aid; you solve it with a methodology.” – Diraj Goel, Growth Advisor, BC Tech

    Data quality can be defined by four key quality indicators

    Similar to measuring the acidity of a substance with a litmus test, the quality of your data can be measured using a simple indicator test. As you learn about common root causes of data quality problems in the following slides, think about these four quality indicators to assess the quality of your data:

    • Completeness – Closeness to the correct value. Encompasses accuracy, consistency, and comparability to other databases.
    • Usability – The degree to which data meets current user needs. To measure this, you must determine if the user is satisfied with the data they are using to complete their business functions.
    • Timeliness – Length of time between creation and availability of data.
    • Accessibility – How easily a user can access and understand the data (including data definitions and context). Interpretability can also be used to describe this indicator.

    Info-Tech Insight

    Quality is a relative term. Data quality is measured in terms of tolerance. Perfect data quality is both impossible and a waste of time and effort.

    How to get investment for your data quality program

    Follow these steps to convince leadership of the value of data quality:

    “You have to level with people, you cannot just start talking with the language of data and expect them to understand when the other language is money and numbers.” – Izabela Edmunds, Information Architect at Mott MacDonald

    1. Perform Phases 0 & 1 of this blueprint as this will offer value in carrying out the following steps.
    2. Build credibility. Show them your understanding of data and how it aligns to the business.
    3. Provide tangible evidence of how significant business use cases are impacted by poor quality data.
    4. Present the ROI of fixing the data quality issues you have prioritized.
    5. Explain how the data quality program will be established, implemented, and sustained.
    6. Prove the importance of fixing data quality issues at the source and how it is the most efficient, effective, and cost-friendly solution.

    Phase 1 deliverables

    Each of these deliverables serve as inputs to detect key outcomes about your organization and to help complete this blueprint:

    1. Data Culture Diagnostic

    Use this report to understand where your organization lies across areas relating to data culture.

    While the Quality & Trust area of the report might be most prevalent to this blueprint, this diagnostic may point out other areas demanding more attention.

    Please speak to your account manager for access

    2. Business Capability Map Template

    Perform this process to understand the capabilities that enable specific value streams. The output of this deliverable is a high-level view of your organization’s defined business capabilities.

    Download this tool

    Info-Tech Insight

    Understanding your data culture and business capabilities are foundational to starting the journey of data quality improvement.

    Key deliverable:

    3. Data Quality Diagnostic

    The Data Quality Report is designed to help you understand, assess, and improve key organizational data quality issues. This is where respondents across various areas in the organization can assess Data Quality across various dimensions.

    Download this tool

    Data Quality Diagnostic Value

    Prioritize business use cases with our data quality dimensions.

    • Complete this diagnostic for each major business use case. The output from the Data Culture Diagnostic and the Business Capability Map should help you understand which use cases to address.
    • Involve all key stakeholders involved in the business use case. There may be multiple business units involved in a single use case.
    • Prioritize the business use cases that need the most attention pertaining to data quality by comparing the scores of the Importance and Confidence data quality dimensions.

    If there are data elements that are considered of high importance and low confidence, then they must be prioritized.

    Sample Scorecard

    The image shows a screen capture of a scorecard, with sample information filled in.

    The image shows a screen capture of a scorecard, with sample information filled in.

    Poor data quality develops due to multiple root causes

    After you get to know the properties of good quality data, understand the underlying causes of why those indicators can point to poor data quality.

    If you notice that the usability, completeness, timeliness, or accessibility of the organization’s data is suffering, one or more of the following root causes are likely plaguing your data:

    Common root causes of poor data quality, through the lens of Info-Tech’s Five-Tier Data Architecture:

    The image shows a graphic of Info-Tech's Five-Tier Data Architecture, with root causes of poor data quality identified. In the data creation and ingestion stages, the root causes are identified as Poor system/application design, Poor database design, Inadequate enterprise integration. The root causes identified in the latter stages are: Absence of data quality policies, procedures, and standards, and Incomplete/suboptimal business processes

    These root causes of poor data quality are difficult to avoid, not only because they are often generated at an organization’s beginning stages, but also because change can be difficult. This means that the root causes are often propagated through stale or outdated business processes.

    Data quality problems root cause #1:

    Poor system or application design

    Application design plays one of the largest roles in the quality of the organization’s data. The proper design of applications can prevent data quality issues that can snowball into larger issues downstream.

    Proper ingestion is 90% of the battle. An ounce of prevention is worth a pound of cure. This is true in many different topics, and data quality is one of them. Designing an application so that data gets entered properly, whether by internal staff or external customers, is the single most effective way to prevent data quality issues.

    Some common causes of data quality problems at the application/system level include:

    • Too many open fields (free-form text fields that accept a variety of inputs).
    • There are no lookup capabilities present. Reference data should be looked up instead of entered.
    • Mandatory fields are not defined, resulting in blank fields.
    • No validation of data entries before writing to the underlying database.
    • Manual data entry encourages human error. This can be compounded by poor application design that facilitates the incorrect data entry.

    Data quality problems root cause #2:

    Poor database design

    Database design also affects data quality. How a database is designed to handle incoming data, including the schema and key identification, can impact the integrity of the data used for reporting and analytics.

    The most common type of database is the relational database. Therefore, we will focus on this type of database.

    When working with and designing relational databases, there are some important concepts that must be considered.

    Referential integrity is a term that is important for the design of relational database schema, and indicates that table relationships must always be consistent.

    For table relationships to be consistent, primary keys (unique value for each row) must uniquely identify entities in columns of the table. Foreign keys (field that is defined in a second table but refers to the primary key in the first table) must agree with the primary key that is referenced by the foreign key. To maintain referential integrity, any updates must be propagated to the primary parent key.

    Info-Tech Insight

    Other types of databases, including databases with unstructured data, need data quality consideration. However, unstructured data may have different levels of quality tolerance.

    At the database level, some common root causes include:

    1. Lack of referential integrity.
    2. Lack of unique keys.
    3. Don’t have restricted data range.
    4. Incorrect datatype, string fields that can hold too many characters.
    5. Orphaned records.

    Databases and People:

    Even though database design is a technology issue, don’t forget about the people.

    A lack of training employees on database permissions for updating/entering data into the physical databases is a common problem for data quality.

    Data quality problems root cause #3:

    Improper integration and synchronization of enterprise data

    Data ingestion is another category of data-quality-issue root causes. When moving data in Tier 2, whether it is through ETL, ESB, point-to-point integration, etc., the integrity of the data during movement and/or transformation needs to be maintained.

    Tier 2 (the data ingestion layer) serves to move data for one of two main purposes:

    • To move data from originating systems to downstream systems to support integrated business processes.
    • To move data to Tier 3 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, it 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 cleansing and matching and other data-related blending tasks occur at this layer.

    This ensures the data is pristine throughout the process and improves trustworthiness of outcomes and speed to task completion.

    At the integration layer, some common root causes of data quality problems include:

    1. No data mask. For example, zip code should have a mask of five numeric characters.
    2. Questionable aggregation, transformation process, or incorrect logic.
    3. Unsynchronized data refresh process in an integrated environment.
    4. Lack of a data matching tool.
    5. Lack of a data quality tool.
    6. Don’t have data profiling capability.
    7. Errors with data conversion or migration processes – when migrating, decommissioning, or converting systems – movement of data sets.
    8. Incorrect data mapping between data sources and targets.

    Data quality problems root cause #4:

    Insufficient and ineffective data quality policies and procedures

    Data policies and procedures are necessary for establishing standards around data and represent another category of data-quality-issue root causes. This issue spans across all five of the 5 Tier Architecture.

    Data policies are short statements that seek to manage the creation, acquisition, integrity, security, compliance, and quality of data. These policies vary amongst organizations, depending on your specific data needs.

    • Policies describe what to do, while standards and procedures describe how to do something.
    • There should be few data policies, and they should be brief and direct. Policies are living documents and should be continuously updated to respond to the organization’s data needs.
    • The data policies should highlight who is responsible for the data under various scenarios and rules around how to manage it effectively.

    Some common root causes of data quality issues related to policies and procedures include:

    1. Policies are absent or out of date.
    2. Employees are largely unaware of policies in effect.
    3. Policies are unmonitored and unenforced.
    4. Policies are in multiple locations.
    5. Multiple versions of the same policy exist.
    6. Policies are managed inconsistently across different silos.
    7. Policies are written poorly by untrained authors.
    8. Inadequate policy training program.
    9. Draft policies stall and lose momentum.
    10. Weak policy support from senior management.

    Data quality problems root cause #5:

    Inefficient or ineffective business processes

    Some common root causes of data quality issues related to business processes include:

    1. Multiple entries of the same record leads to duplicate records proliferating in the database.
    2. Many business definitions of data.
    3. Failure to document data manipulations when presenting data.
    4. Failure to train people on how to understand data.
    5. Manually intensive processes can result in duplication of effort (creates room for errors).
    6. No clear delineation of dependencies of business processes within or between departments, which leads to a siloed approach to business processes, rather than a coordinated and aligned approach.

    Business processes can impact data quality. How data is entered into systems, as well as employee training and knowledge about the correct data definitions, can impact the quality of your organization’s data.

    These problematic business process root causes can lead to:

    Duplicate records

    Incomplete data

    Improper use of data

    Wrong data entered into fields

    These data quality issues will result in costly and inefficient manual fixes, wasting valuable time and resources.

    Phase 1 Summary

    1. Data Quality Understanding

    • Understanding that data quality is a methodology and should be treated as such.
    • Data quality can be defined by four key indicators which are completeness, usability, timeliness, and accessibility.
    • Explained how to get investment for your data quality program and showcasing its value to leadership.

    2. Phase 0 Deliverables

    Introduced foundational tools to help you throughout this blueprint:

    • Complete the Data Culture Diagnostic and Business Capability Map Template as they are foundational in understanding your data culture and business capabilities to start the journey of data quality improvement.
    • Involve key relevant stakeholders when completing the Data Quality Diagnostic for each major business use case. Use the Importance and Confidence dimensions to help you prioritize which use case to address.

    3. Common Root Causes

    Addressed where multiple root causes can occur throughout the flow of your data.

    Analyzed the following common root causes of data quality:

    1. Poor system or application design
    2. Poor database design
    3. Improper integration and synchronization of enterprise data
    4. Insufficient and ineffective data quality policies and procedures
    5. Inefficient or ineffective business processes

    Phase 2

    Analyze Your Priorities for Data Quality Fixes

    Build Your Data Quality Program

    Business Context & Data Quality

    Establish the business context of data quality improvement projects at the business unit level to find common goals.

    • To ensure the data improvement strategy is business driven, start your data quality project evaluation by understanding the business context. You will then determine which business units use data and create a roadmap for prioritizing business units for data quality repairs.
    • Your business context is represented by your corporate business vision, mission, goals and objectives, differentiators, and drivers. Collectively, they provide essential information on what is important to your organization, and some hints on how to achieve that. In this step, you will gather important information about your business view and interpret the business view to establish a data view.

    Business Vision

    Business Goals

    Business Drivers

    Business Differentiators

    Not every business unit uses data to the same extent

    A data flow diagram can provide value by allowing an organization to adopt a proactive approach to data quality. Save time by knowing where the entry points are and where to look for data flaws.

    Understanding where data lives can be challenging as it is often in motion and rarely resides in one place. There are multiple benefits that come from taking the time to create a data flow diagram.

    • Mapping out the flow of data can help provide clarity on where the data lives and how it moves through the enterprise systems.
    • Having a visual of where and when data moves helps to understand who is using data and how it is being manipulated at different points.
    • A data flow diagram will allow you to elicit how data is used in a different use case.

    Info-Tech’s Four-Column Model of Data will help you to identify the essential aspects of your data:

    Business Use Case →Used by→Business Unit →Housed in→Systems→Used for→Usage of the Data

    Not every business unit requires the same standard of data quality

    To prioritize your business units for data quality improvement projects, you must analyze the relative importance of the data they use to the business. The more important the data is to the business, the higher the priority is of fixing that data. There are two measures for determining the importance of data: business value and business impact.

    Business Value of Data

    Business value of data can be evaluated by thinking about its ties to revenue generation for the organization, as well as how it is used for productivity and operations at the organization.

    The business value of data is assessed by asking what would happen to the following parameters if the data is not usable (due to poor quality, for example):

    • Loss of Revenue
    • Loss of Productivity
    • Increased Operating Costs

    Business Impact of Data

    Business impact of data should take into account the effects of poor data on both internal and external parties.

    The business impact of data is assessed by asking what the impact would be of bad data on the following parameters:

    • Impact on Customers
    • Impact on Internal Staff
    • Impact on Business Partners

    Value + Impact = Data Priority Score

    Ensure that the project starts on the right foot by completing Info-Tech’s Data Quality Problem Statement Template

    Before you can identify a solution, you must identify the problem with the business unit’s data.

    Download this tool

    Use Info-Tech’s Data Quality Problem Statement Template to identify the symptoms of poor data quality and articulate the problem.

    Info-Tech’s Data Quality Problem Statement Template will walk you through a step-by-step approach to identifying and describing the problems that the business unit feels regarding its data quality.

    Before articulating the problem, it helps to identify the symptoms of the problem. The following W’s will help you to describe the symptoms of the data quality issues:

    What

    Define the symptoms and feelings produced by poor data quality in the business unit.

    Where

    Define the location of the data that are causing data quality issues.

    When

    Define how severe the data quality issues are in frequency and duration.

    Who

    Define who is affected by the data quality problems and who works with the data.

    Info-Tech Best Practice

    Symptoms vs. Problems. Often, people will identify a list of symptoms of a problem and mistake those for the problem. Identifying the symptoms helps to define the problem, but symptoms do not help to identify the solution. The problem statement helps you to create solutions.

    Define the project problem to articulate the purpose

    1 hour

    Input

    • Symptoms of data quality issues in the business unit

    Output

    • Refined problem description

    Materials

    • Data Quality Problem Statement Template

    Participants

    • Data Quality Improvement Project team
    • Business line representatives

    A defined problem helps you to create clear goals, as well as lead your thinking to determine solutions to the problem.

    A problem statement consists of one or two sentences that summarize a condition or issue that a quality improvement team is meant to address. For the improvement team to fix the problem, the problem statement therefore has to be specific and concise.

    Instructions

    1. Gather the Data Quality Improvement Project Team in a room and start with an issue that is believed to be related to data quality.
    2. Ask what are the attributes and symptoms of that reality today; do this with the people impacted by the issue. This should be an IT and business collaboration.
    3. Draw your conclusions of what it all means: what have you collectively learned?
    4. Consider the implications of your conclusions and other considerations that must be taken into account such as regulatory needs, compliance, policy, and targets.
    5. Develop solutions – Contain the problem to something that can be solved in a realistic timeframe, such as three months.

    Download the Data Quality Problem Statement Template

    Case Study

    A strategic roadmap rooted in business requirements primes a data quality improvement plan for success.

    MathWorks

    Industry

    Software Development

    Source

    Primary Info-Tech Research

    As part of moving to a formalized data quality practice, MathWorks leveraged an incremental approach that took its time investigating business cases to support improvement actions. Establishing realistic goals for improvement in the form of a roadmap was a central component for gaining executive approval to push the project forward.

    Roadmap Creation

    In constructing a comprehensive roadmap that incorporated findings from business process and data analyses, MathWorks opted to document five-year and three-year overall goals, with one-year objectives that supported each goal. This approach ensured that the tactical actions taken were directed by long-term strategic objectives.

    Results – Business Alignment

    In presenting their roadmap for executive approval, MathWorks placed emphasis on communicating the progression and impact of their initiatives in terms that would engage business users. They focused on maintaining continual lines of communication with business stakeholders to demonstrate the value of the initiatives and also to gradually shift the corporate culture to one that is invested in an effective data quality practice.

    “Don’t jump at the first opportunity, because you may be putting out a fire with a cup of water where a fire truck is needed.” – Executive Advisor, IT Research and Advisory Firm

    Use Info-Tech’s Practice Assessment and Project Planning Tool to create your strategy for improving data quality

    Assess IT’s capabilities and competencies around data quality and plan to build these as the organization’s data quality practice develops. Before you can fix data quality, make sure you have the necessary skills and abilities to fix data quality correctly.

    The following IT capabilities are developed on an ongoing basis and are necessary for standardizing and structuring a data quality practice:

    • Meeting Business Needs
    • Services and Projects
    • Policies, Procedures, and Standards
    • Roles and Organizational Structure
    • Oversight and Communication
    • Data Quality of Different Data Types

    Download this Tool

    Data Handling and Remediation Competencies:

    • Data Standardization: Formatting values into consistent standards based on industry standards and business rules.
    • Data Cleansing: Modification of values to meet domain restrictions, integrity constraints, or other business rules for sufficient data quality for the organization.
    • Data Matching: Identification, linking, and merging related entries in or across sets of data.
    • Data Validation: Checking for correctness of the data.

    After these capabilities and competencies are assessed for a current and desired target state, the Data Quality Practice Assessment and Project Planning Tool will suggest improvement actions that should be followed in order to build your data quality practice. In addition, a roadmap will be generated after target dates are set to create your data quality practice development strategy.

    Benchmark current and identify target capabilities for your data quality practice

    1 hour

    Input

    • Current and desired data quality practices in the organization

    Output

    • Assessment of where the gaps lie in your data quality practice

    Materials

    • Data Quality Practice Assessment and Project Planning Tool

    Participants

    • Data Quality Project Lead
    • Business Line Representatives
    • Business Architects

    Use the Data Quality Practice Assessment and Project Planning Tool to evaluate the baseline and target capabilities of your practice in terms of how data quality is approached and executed.

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    Instructions

    1. Invite the appropriate stakeholders to participate in this exercise. Examples:
      1. Business executives will have input in Tab 2
      2. Unique stakeholders: communications expert or executive advisors may have input
    2. On Tab 2: Practice Components, assess the current and target states of each capability on a scale of 1–5. 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.

    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. Remind everyone that data quality should ultimately serve business needs wherever possible.

    Visualization improves the holistic understanding of where gaps exist in your data quality practice

    To enable deeper analysis on the results of your practice assessment, Tab 3: Data Quality Practice Scorecard in the Data Quality Practice Assessment and Project Planning 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 “Meeting Business Needs” capabilities

    The image shows a screen capture of the Gap assessment of 
“Meeting Business Needs” capabilities, with sample information filled in.

    Visualization of gap assessment of data quality practice capabilities

    The image shows a bar graph titled Data Quality Capabilities.

    1. Enhance your gap analyses by forming a relative comparison of total gaps in key practice capability areas, which will help in determining priorities.
    • Example: In Tab 2 compare your capabilities within “Policies, Procedures, and Standards.” Then in Tab 3, compare your overall capabilities in “Policies, Procedures, and Standards” versus “Empowering Technologies.”
  • Put these up on display to improve discussion in the gap analyses and prioritization sessions.
  • Improve the clarity and flow of your strategy template, final presentations, and summary documents by copying and pasting the gap assessment diagrams.
  • Before engaging in the data quality improvement project plan, receive signoff from IT regarding feasibility

    The final piece of the puzzle is to gain sign-off from IT.

    Hofstadter's law: It always takes longer than you expect, even when you take into account Hofstadter’s Law.

    This means that before engaging IT in data quality projects to fix the business units’ data in Phase 2, IT must assess feasibility of the data quality improvement plan. A feasibility analysis is typically used to review the strengths and weaknesses of the projects, as well as the availability of required skills and technologies needed to complete them. Use the following workflow to guide you in performing a feasibility analysis:

    Project evaluation process:

    Present capabilities

    • Operational Capabilities
    • System Capabilities
    • Schedule Capabilities
      • Summary of Evaluation Results
        • Recommendations/ modifications to the project plan

    Info-Tech Best Practice

    While the PMO identifies and coordinates projects, IT must determine how long and for how much.

    Conduct gap analysis sessions to review and prioritize the capability gaps

    1 hour

    Input

    • Current and Target State Assessment

    Output

    • Documented initiatives to help you get to the target state

    Materials

    • Data Quality Practice Assessment and Project Planning Tool

    Participants

    • Data Quality team
    • IT representatives

    Instructions

    • Analyze Gap Analysis Results – As a group, discuss the high-level results on Tab 3: Data Quality Practice Score. Discuss the implications of the gaps identified.
    • Do a line-item review of the gaps between current and target levels for each assessed capability by using Tab 2: Practice Components.
    • Brainstorm Alignment Strategies – Brainstorm the effort and activities that will be necessary to support the practice in building its capabilities to the desired target level. Ask the following questions:
      • What activities must occur to enable this capability?
      • What changes/additions to resources, process, technology, business involvement, and communication must occur?
    • Document Data Quality Initiatives – Turn activities into initiatives by documenting them in Tab 4. Data Quality Practice Roadmap. Review the initiatives and estimate the start and end dates of each one.
    • Continue to evaluate the assessment results in order to create a comprehensive set of data quality initiatives that support your practice in building capabilities.

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    Create the organization’s data quality improvement strategy roadmap

    1 hour

    Input

    • Data quality practice gaps and improvement actions

    Output

    • Data quality practice improvement roadmap

    Materials

    • Data Quality Practice Assessment and Project Planning Tool

    Participants

    • Data Quality Project Lead
    • Business Executives
    • IT Executives
    • Business Architects

    Generating Your Roadmap

    1. Plan the sequence, starting time, and length of each initiative in the Data Quality Practice Assessment and Project Planning Tool.
    2. The tool will generate a Gantt chart based on the start and length of your initiatives.
    3. The Gantt chart is generated in Tab 4: Data Quality Practice Roadmap, and can be used to organize and ensure that all of the essential aspects of data quality are addressed.

    Use the Practice Roadmap to plan and improve data quality capabilities

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    Info-Tech Best Practice

    To help get you started, Info-Tech has provided an extensive list of data quality improvement initiatives that are commonly undertaken by organizations looking to improve their data quality.

    Establish Baseline Metrics

    Baseline metrics will be improved through:

    2 hours

    Create practice-level metrics to monitor your data quality practice.

    Instructions:

    1. Establish metrics for both the business and IT that will be used to determine if the data quality practice development is effective.
    2. Set targets for each metric.
    3. Collect current data to calculate the metrics and establish a baseline.
    4. Assign an owner for tracking each metric to be accountable for performance.
    Metric Current Goal
    Usage (% of trained users using the data warehouse)
    Performance (response time)
    Performance (response time)
    Resource utilization (memory usage, number of machine cycles)
    User satisfaction (quarterly user surveys)
    Data quality (% values outside valid values, % fields missing, wrong data type, data outside acceptable range, data that violates business rules. Some aspects of data quality can be automatically tracked and reported)
    Costs (initial installation and ongoing, Total Cost of Ownership including servers, software licenses, support staff)
    Security (security violations detected, where violations are coming from, breaches)
    Patterns that are used
    Reduction in time to market for the data
    Completeness of data that is available
    How many "standard" data models are being used
    What is the extra business value from the data governance program?
    How much time is spent for data prep by BI & analytics team?

    Phase 2 summary

    As you improve your data quality practice and move from reactive to stable, don’t rest and assume that you can let data quality keep going by itself. Rapidly changing consumer requirements or other pains will catch up to your organization and you will fall behind again. By moving to the proactive and predictive end of the maturity scale, you can stay ahead of the curve. By following the methodology laid out in Phase 1, the data quality practices at your organization will improve over time, leading to the following results:

    Chaotic

    Before Data Quality Practice Improvements

    • No standards to data quality

    Reactive

    Year 1

    • Processes defined
    • Data cleansing approach to data quality

    Stable

    Year 2

    • Business rules/ stewardship in place
    • Education and training

    Proactive

    Year 3

    • Data quality practices fully in place and embedded in the culture
    • Trusted and intelligent enterprise

    (Global Data Excellence, Data Excellence Maturity Model)

    Phase 3

    Establish Your Organization’s Data Quality Program

    Build Your Data Quality Program

    Create a data lineage diagram to map the data journey and identify the data subject areas to be targeted for fixes

    It is important to understand the various data that exist in the business unit, as well as which data are essential to business function and require the highest degree of quality efforts.

    Visualize your databases and the flow of data. A data lineage diagram can help you and the Data Quality Improvement Team visualize where data issues lie. Keeping the five-tier architecture in mind, build your data lineage diagram.

    Reminder: Five-Tier Architecture

    The image shows the Five-Tier Architecture graphic.

    Use the following icons to represent your various data systems and databases.

    The image shows four icons. They are: the image of a square and a computer monitor, labelled Application; the image of two sheets of paper, labelled Desktop documents; the image of a green circle next to a computer monitor, labelled Web Application; and a blue cylinder labelled Database.

    Use Info-Tech’s Data Lineage Diagram to document the data sources and applications used by the business unit

    2 hours

    Input

    • Data sources and applications used by the business unit

    Output

    • Data lineage diagram

    Materials

    • Data Lineage Diagram Template

    Participants

    • Business Unit Head/Data Owner
    • Business Unit SMEs
    • Data Analysts/Architects

    Map the flow and location of data within a business unit by creating a system context diagram.

    Gain an accurate view of data locations and uses: Engage business users and representatives with a wide breadth of knowledge-related business processes and the use of data by related business operations.

    1. Sit down with key business representatives of the business unit.
    2. Document the sources of data and processes in which they’re involved, and get IT confirmation that the sources of the data are correct.
    3. Map out the sources and processes in a system context diagram.

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    Sample Data Lineage Diagram

    The image shows a sample data lineage diagram, split into External Applications and Internal Applications, and showing the processes involved in each.

    Leverage Info-Tech’s Data Quality Practice Assessment and Project Planning Tool to document business context

    1 hour

    Input

    • Business vision, goals, and drivers

    Output

    • Business context for the data quality improvement project

    Materials

    • Data Quality Practice Assessment and Project Planning Tool

    Participants

    • Data Quality project lead
    • Business line representatives
    • IT executives

    Develop goals and align them with specific objectives to set the framework for your data quality initiatives.

    In the context of achieving business vision, mission, goals, and objectives and sustaining differentiators and key drivers, think about where and how data quality is a barrier. Then brainstorm data quality improvement objectives that map to these barriers. Document your list of objectives in Tab 5. Prioritize business units of the Data Quality Practice Assessment and Project Planning Tool.

    Establishing Business Context Example

    Healthcare Industry

    Vision To improve member services and make service provider experience more effective through improving data quality and data collection, aggregation, and accessibility for all the members.
    Goals

    Establish meaningful metrics that guide to the improvement of healthcare for member effectiveness of health care providers:

    • Data collection
    • Data harmonization
    • Data accessibility and trust by all constituents.
    Differentiator Connect service consumers with service providers, that comply with established regulations by delivering data that is accurate, trusted, timely, and easy to understand to connect service providers and eliminate bureaucracy and save money and time.
    Key Driver Seamlessly provide a healthcare for members.

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    Document the identified business units and their associated data

    30 minutes

    Input

    • Business units

    Output

    • Documented business units to begin prioritization

    Materials

    • Data Quality Practice Assessment and Project Planning Tool

    Participants

    • Project Manager

    Instructions

    1. Using Tab 5: Prioritize Business Units of the Data Quality Practice Assessment and Project Planning Tool, document the business units that use data in the organization. This will likely be all business units in the organization.
    2. Next, document the primary data used by those business units.
    3. These inputs will then be used to assess business unit priority to generate a data quality improvement project roadmap.

    The image shows a screen capture of Tab 5: Prioritize Business Units, with sample information inputted.

    Reminder – Not every business unit requires the same standard of data quality

    To prioritize your business units for data quality improvement projects, you must analyze the relative importance of the data they use to the business. The more important the data is to the business, the higher the priority is of fixing that data. There are two measures for determining the importance of data: business value and business impact.

    Business Value of Data

    Business value of data can be evaluated by thinking about its ties to revenue generation for the organization, as well as how it is used for productivity and operations at the organization.

    The business value of data is assessed by asking what would happen to the following parameters if the data is not usable (due to poor quality, for example):

    • Loss of Revenue
    • Loss of Productivity
    • Increased Operating Costs

    Business Impact of Data

    Business impact of data should take into account the effects of poor data on both internal and external parties.

    The business impact of data is assessed by asking what the impact would be of bad data on the following parameters:

    • Impact on Customers
    • Impact on Internal Staff
    • Impact on Business Partners

    Value + Impact = Data Priority Score

    Assess the business unit priority order for data quality improvements

    2 hours

    Input

    • Assessment of value and impact of business unit data

    Output

    • Prioritization list for data quality improvement projects

    Materials

    • Data Quality Practice Assessment and Project Planning Tool

    Participants

    • Project Manager
    • Data owners

    Instructions

    Instructions In Tab 5: Prioritize Business Units of the Data Quality Practice Assessment and Project Planning Tool, assess business value and business impact of the data within each documented business unit.

    Use the ratings High, Medium, and Low to measure the financial, productivity, and efficiency value and impact of each business unit’s data.

    In addition to these ratings, assess the number of help desk tickets that are submitted to IT regarding data quality issues. This parameter is an indicator that the business unit’s data is high priority for data quality fixes.

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    Create a business unit order roadmap for your data quality improvement projects

    1 hour

    Input

    • Rating of importance of data for each business unit

    Output

    • Roadmap for data quality improvement projects

    Materials

    • Data Quality Practice Assessment and Project Planning Tool

    Participants

    • Project Manager
    • Product Manager
    • Business line representatives

    Instructions

    After assessing the business units for the business value and business impact of their data, the Data Quality Practice Assessment and Project Planning Tool automatically assesses the prioritization of the business units based on your ratings. These prioritizations are then summarized in a roadmap on Tab 6: Data Quality Project Roadmap. The following is an example of a project roadmap:

    The image shows an example of a project roadmap, with three business units listed vertically along the left hand side, and a Gantt chart showing the time periods in which each Business Unit would work. At the bottom, a table shows the Length of the Project in days (100), and the start date for the first project.

    On Tab 6, insert the timeline for your data quality improvement projects, as well as the starting date of your first data quality project. The roadmap will automatically update with the chosen timing and dates.

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    Identify metrics at the business unit level to track data quality improvements

    As you improve the data quality for specific business units, measuring the benefits of data quality improvements will help you demonstrate the value of the projects to the business.

    Use the following table to guide you in creating business-aligned metrics:

    Business Unit Driver Metrics Goal
    Sales Customer Intimacy Accuracy of customer data. Percent of missing or incomplete records. 10% decrease in customer record errors.

    Marketing

    Customer Intimacy Accuracy of customer data. Percent of missing or incomplete records. 10% decrease in customer record errors.
    Finance Operational Excellence Relevance of financial reports. Decrease in report inaccuracy complaints.
    HR Risk Management Accuracy of employee data. 10% decrease in employee record errors.
    Shipping Operational Excellence Timeliness of invoice data. 10% decrease in time to report.

    Info-Tech Insight

    Relating data governance success metrics to overall business benefits keeps executive management and executive sponsors engaged because they are seeing actionable results. Review metrics on an ongoing basis with those data owners/stewards who are accountable, the data governance steering committee, and the executive sponsors.

    Case Study

    Address data quality with the right approach to maximize the ROI

    EDC

    Industry: Government

    Source: Environment Development of Canada (EDC)

    Challenge

    Environment Development Canada (EDC) would initially identify data elements that are important to the business purely based on their business instinct.

    Leadership attempted to tackle the enterprise’s data issues by bringing a set of different tools into the organization.

    It didn’t work out because the fundamental foundational layer, which is the data and infrastructure, was not right – they didn't have the foundational capabilities to enable those tools.

    Solution

    Leadership listened to the need for one single team to be responsible for the data persistence.

    Therefore, the data platform team was granted that mandate to extensively execute the data quality program across the enterprise.

    A data quality team was formed under the Data & Analytics COE. They had the mandate to profile the data and to understand what quality of data needed to be achieved. They worked constantly with the business to build the data quality rules.

    Results

    EDC tackled the source of their data quality issues through initially performing a data quality management assessment with business stakeholders.

    From then on, EDC was able to establish their data quality program and carry out other key initiatives that prove the ROI on data quality.

    Begin your data quality improvement project starting with the highest priority business unit

    Now that you have a prioritized list for your data quality improvement projects, identify the highest priority business unit. This is the business unit you will work through Phase 3 with to fix their data quality issues.

    Once you have initiated and identified solutions for the first business unit, tackle data quality for the next business unit in the prioritized list.

    The image is a graphic labelled as Phase 2. On the left, there is a vertical arrow pointing upward labelled Priority of Business Units. Next to it, there are three boxes, with downward pointing arrows between them, each box labelled as each Business Unit's Data Quality Improvement Project. From there an arrow points right to a circle. Inside the circle are the steps necessary to complete the data quality improvement project.

    Create and document your data quality improvement team

    1 hour

    Input

    • Individuals who fit the data quality improvement plan team roles

    Output

    • Project team

    Materials

    • Data Quality Improvement Plan Template

    Participants

    • Data owner
    • Project Manager
    • Product Manager

    The Data Quality Improvement Plan is a concise document that should be created for each data quality project (i.e. for each business unit) to keep track of the project.

    Instructions

    1. Meet with the data owner of the business unit identified for the data quality improvement project.
    2. Identify individuals who fit the data quality improvement plan team roles.
    3. Using the Data Quality Improvement Plan Template to document the roles and individuals who will fit those roles.
    4. Have an introductory meeting with the Improvement team to clarify roles and responsibilities for the project.

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    Team role Assigned to
    Data Owner [Name]
    Project Manager [Name]
    Business Analyst/BRM [Name]
    Data Steward [Name]
    Data Analyst [Name]

    Document the business context of the Data Quality Improvement Plan

    1 hour

    Input

    • Project team
    • Identified data attributes

    Output

    • Business context for the data quality improvement plan

    Materials

    • Data Quality Improvement Plan Template

    Participants

    • Data owner
    • Project Sponsor
    • Product owner

    Data quality initiatives have to be relevant to the business, and the business context will be used to provide inputs to the data improvement strategy. The context can then be used to determine exactly where the root causes of data quality issues are, which will inform your solutions.

    Instructions

    The business context of the data quality improvement plan includes documenting from previous activities:

    1. The Data Quality Improvement Team.
    2. Your Data Lineage Diagram.
    3. Your Data Quality Problem Statement.

    Info-Tech Best Practice

    While many organizations adopt data quality principles, not all organizations express them along the same terms. Have multiple perspectives within your organization outline principles that fit your unique data quality agenda. Anyone interested in resolving the day-to-day data quality issues that they face can be helpful for creating the context around the project.

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    Now that you have a defined problem, revisit the root causes of poor data quality

    You previously fleshed out the problem with data quality present in the business unit chosen as highest priority. Now it is time to figure out what is causing those problems.

    In the table below, you will find some of the common categories of causes of data quality issues, as well as some specific root causes.

    Category Description
    1. System/Application Design Ineffective, insufficient, or even incorrect system/application design accepts incorrect and missing data elements to the source applications and databases. The data records in those source systems may propagate into systems in tiers 2, 3, 4, and 5 of the 5-tier architecture, creating domino and ripple effects.
    2. Database design Database is created and modeled in an incorrect manner so that the management of the data records is incorrect, resulting in duplicated and orphaned records, and records that are missing data elements or records that contain incorrect data elements. Poor operational data in databases often leads to issues in tiers 2, 3, 4, and 5.
    3. Enterprise Integration Data or information is improperly integrated, transformed, masked, and aggregated in tier 2. In addition, some data integration tasks might not be timely, resulting in out-of-date data or even data that contradicts with other data. Enterprise integration is a precursor of loading a data warehouse and data marts. Issues in this layer affect tier 3, 4 and 5 on the 5-tier architecture.
    4. Policies and Procedures Policies and procedures are not effectively used to reinforce data quality. In some situations, policy gaps are found. In others, policies are overlapped and duplicated. Policies may also be out-of-date or too complex, affecting the users’ ability to interpret the policy objectives. Policies affect all tiers in the 5-tier architecture.
    5. Business Processes Improper business process design introduces poor data into the data systems. Failure to create processes around approving data changes, failure to document key data elements, and failure to train employees on the proper uses of data make data quality a burning problem.

    Leverage a root cause analysis approach to pinpoint the origins of your data issues

    A root cause analysis is a systematic approach to decompose a problem into its components. Use fishbone diagrams to help reveal the root causes of data issues.

    The image shows a fishbone diagram on the left, which starts with Process on the left, and then leads to Application and Integration, and then Database and Policies. This section is titled Root causes. The right hand section is titled Lead to problems with data... and includes 4 circles with the word or in between each. The circles are labelled: Completeness; Usability; Timeliness; Accessibility.

    Info-Tech recommends five root cause categories for assessing data quality issues:

    Application Design. Is the issue caused by human error at the application level? Consider internal employees, external partners/suppliers, and customers.

    Database Design. Is the issue caused by a particular database and stems from inadequacies in its design?

    Integration. Data integration tools may not be fully leveraged, or data matching rules may be poorly designed.

    Policies and Procedures. Do the issues take place because of lack of governance?

    Business Processes. Do the issues take place due to insufficient processes?

    For Example:

    When performing a deeper analysis of your data issues related to the accuracy of the business unit’s data, you would perform a root cause analysis by assessing the contribution of each of the five categories of data quality problem root causes:

    The image shows another fishbone diagram, with example information filled in. The first section on the left is titled Application Design, and includes the text: Data entry problems lead to incorrect accounting entries. The second is Integration, and includes the text: Data integration tools are not fully leveraged. The third section is Policies, and includes the text: No policy on standardizing name and address. The last section is Database design, with text that reads: Databases do not contain unique keys. The diagram ends with an arrow pointing right to a blue circle with Accuracy in it.

    Leverage a combination of data analysis techniques to identify and quantify root causes

    Info-Tech Insight

    Including all attributes of the key subject area in your data profiling activities may produce too much information to make sense of. Conduct data profiling primarily at the table level and undergo attribute profiling only if you are able to narrow down your scope sufficiently.

    Data Profiling Tool

    Data profiling extracts a sample of the target data set and runs it through multiple levels of analysis. The end result is a detailed report of statistics about a variety of data quality criteria (duplicate data, incomplete data, stale data, etc.).

    Many data profiling tools have built-in templates and reports to help you uncover data issues. In addition, they quantify the occurrences of the data issues.

    E-Discovery Tool

    This supplements a profiling tool. For Example, use a BI tool to create a custom grouping of all the invalid states (e.g. “CAL,” “AZN,” etc.) and visualize the percentage of invalid states compared to all states.

    SQL Queries

    This supplements a profiling tool. For example, use a SQL statement to group the customer data by customer segment and then by state to identify which segment–state combinations contain poor data.

    Identify the data issues for the particular business unit under consideration

    2 hours

    Input

    • Issues with data quality felt by the business unit
    • Data lineage diagram

    Output

    • Categorized data quality issues

    Materials

    • Whiteboard, markers, sticky notes
    • Data Quality Improvement Plan Template

    Participants

    • Data quality improvement project team
    • Business line representatives

    Instructions

    1. Gather the data quality improvement project team in a room, along with sticky notes and a whiteboard.
    2. Display your previously created data lineage diagram on the whiteboard.
    3. Using color-coded sticky notes, attach issues to each component of the data lineage diagram that team members can identify. Use different colors for the four quality attributes: Completeness, Usability, Timeliness, and Accessibility.

    Example:

    The image shows the data lineage diagram that has been shown in previous sections. In addition, the image shows 4 post-its arranges around the diagram, labelled: Usability; Completeness; Timeliness; and Accessibility.

    Map the data issues on fishbone diagrams to identify root causes

    1 hour

    Input

    • Categorized data quality issues

    Output

    • Completed fishbone diagrams

    Materials

    • Whiteboard, markers, sticky notes
    • Data Quality Improvement Plan Template

    Participants

    • Data quality improvement project team

    Now that you have data quality issues classified according to the data quality attributes, map these issues onto four fishbone diagrams.

    The image shows a fishbone diagram, which is titled Example: Root cause analysis diagram for data accuracy.

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    Get to know the root causes behind system/application design mistakes

    Suboptimal system/application design provides entry points for bad data.

    Business Process
    Usually found in → Tier 1 Tier 2 Tier 3 Tier 4 Tier 5
    Issue Root Causes Usability Completeness Timeliness Accessibility
    Insufficient data mask No data mask is defined for a free-form text field in a user interface. E.g. North American phone number should have 4 masks – country code (1-digit), area code (3-digit), and local number (7-digit). X X
    Too many free-form text fields Incorrect use of free-form text fields (fields that accept a variety of inputs). E.g. Use a free-form text field for zip code instead of a backend look up. X X
    Lack of value lookup Reference data is not looked up from a reference list. E.g. State abbreviation is entered instead of being looked up from a standard list of states. X X
    Lack of mandatory field definitions Mandatory fields are not identified and reinforced. Resulting data records with many missing data elements. E.g. Some users may fill up 2 or 3 fields in a UI that has 20 non-mandatory fields. X

    The image shows a fishbone diagram, with the following sections, from left to right: Application Design; Integration; Processes; Policies; Database Design; Data Quality Measure. The Application Design section is highlighted.

    Get to know the root causes behind common database design mistakes

    Improper database design allows incorrect data to be stored and propagated.

    Business Process
    Usually found in → Tier 1 Tier 2 Tier 3 Tier 4 Tier 5
    Issue Root Causes Usability Completeness Timeliness Accessibility
    Incorrect referential integrity Referential integrity constraints are absent or incorrectly implemented, resulting in child records without parent records, or related records are updated or deleted in a cascading manner. E.g. An invoice line item is created before an invoice is created. X X
    Lack of unique keys Lack of unique keys creating scenarios where record uniqueness cannot be guaranteed. E.g. Customer records with the same customer_ID. X X
    Data range Fail to define a data range for incoming data, resulting in data values that are out of range. E.g. The age field is able to store an age of 999. X X
    Incorrect data type Incorrect data types are used to store data fields. E.g. A string field is used to store zip codes. Some users use that to store phone numbers, birthdays, etc. X X

    The image shows a fishbone diagram, with the following sections, from left to right: Application Design; Integration; Processes; Policies; Database Design; Data Quality Measure. The Database Design section is highlighted

    Get to know the root causes behind enterprise integration mistakes

    Improper data integration or synchronization may create poor analytical data.

    Business Process
    Usually found in → Tier 1 Tier 2 Tier 3 Tier 4 Tier 5
    Issue Root Causes Usability Completeness Timeliness Accessibility
    Incorrect transformation Transformation is done incorrectly. A wrong formula may have been used, transformation is done at the wrong data granularity, or aggregation logic is incorrect. E.g. Aggregation is done for all customers instead of just active customers. X X
    Data refresh is out of sync Data is synchronized at different intervals, resulting in a data warehouse where data domains are out of sync. E.g. Customer transactions are refreshed to reflect the latest activities but the account balance is not yet refreshed. X X
    Data is matched incorrectly Fail to match records from disparate systems, resulting in duplications and unmatched records. E.g. Unable to match customers from different systems because they have different cust_ID. X X
    Incorrect data mapping Fields from source systems are not properly matched with data warehouse fields. E.g. Status fields from different systems are mixed into one field. X X

    The image shows a fishbone diagram, with the following sections, from left to right: Application Design; Integration; Processes; Policies; Database Design; Data Quality Measure. The Integration section is highlighted

    Get to know the root causes behind policy and procedure mistakes

    Suboptimal policies and procedures undermine the effect of best practices.

    Business Process
    Usually found in → Tier 1 Tier 2 Tier 3 Tier 4 Tier 5
    Issue Root Causes Usability Completeness Timeliness Accessibility
    Policy Gaps There are gaps in the policy landscape in terms of some missing key policies or policies that are not refreshed to reflect the latest changes. E.g. A data entry policy is absent, leading to inconsistent data entry practices. X X
    Policy Communications Policies are in place but the policies are not communicated effectively to the organization, resulting in misinterpretation of policies and under-enforcement of policies. E.g. The data standard is created but very few developers are aware of its existence. X X
    Policy Enforcement Policies are in place but not proactively re-enforced and that leads to inconsistent application of policies and policy adoption. E.g. Policy adoption is dropping over time due to lack of reinforcement. X X
    Policy Quality Policies are written by untrained authors and they do not communicate the messages. E.g. A non-technical data user may find a policy that is loaded with technical terms confusing. X X

    The image shows a fishbone diagram, with the following sections, from left to right: Application Design; Integration; Processes; Policies; Database Design; Data Quality Measure. The Policies section is highlighted

    Get to know the root causes behind common business process mistakes

    Ineffective and inefficient business processes create entry points for poor data.

    Business Process
    Usually found in → Tier 1 Tier 2 Tier 3 Tier 4 Tier 5
    Issue Root Causes Usability Completeness Timeliness Accessibility
    Lack of training Key data personnel and business analysts are not trained in data quality and data governance, leading to lack of accountability. E.g. A data steward is not aware of downstream impact of a duplicated financial statement. X X
    Ineffective business process The same piece of information is entered into data systems two or more times. Or a piece of data is stalled in a data system for too long. E.g. A paper form is scanned multiple times to extract data into different data systems. X X
    Lack of documentation Fail to document the work flows of the key business processes. A lack of work flow results in sub-optimal use of data. E.g. Data is modeled incorrectly due to undocumented business logic. X X
    Lack of integration between business silos Business silos hold on to their own datasets resulting in data silos in which data is not shared and/or data is transferred with errors. E.g. Data from a unit is extracted as a data file and stored in a shared drive with little access. X X

    The image shows a fishbone diagram, with the following sections, from left to right: Application Design; Integration; Processes; Policies; Database Design; Data Quality Measure. The Processes section is highlighted

    Phase 3 Summary

    1. Data Lineage Diagram
    • Creating the data lineage diagram is recommended to help visualize the flow of your data and to map the data journey and identify the data subject areas to be targeted for fixes.
    • The data lineage diagram was leveraged multiple times throughout this Phase. For example, the data lineage diagram was used to document the data sources and applications used by the business unit
  • Business Context
    • Business context was documented through the Data Quality Practice Assessment and Project Planning Tool.
    • The same tool was used to document identified business units and their associated data.
    • Metrics were also identified at the business unit level to track data quality improvements.
  • Common Root Causes
    • Leverage a root cause analysis approach to pinpoint the origins of your data quality issues.
    • Analyzed and got to know the root causes behind the following:
      1. System/application design mistakes
      2. Common database design mistakes
      3. Enterprise integration mistakes
      4. Policies and procedures mistakes
      5. Common business processes mistakes
  • Phase 4

    Grow and Sustain Your Data Quality Program

    Build Your Data Quality Program

    For the identified root causes, determine the solutions for the problem

    As you worked through the previous step, you identified the root causes of your data quality problems within the business unit. Now, it is time to identify solutions.

    The following slides provide an overview of the solutions to common data quality issues. As you identify solutions that apply to the business unit being addressed, insert the solution tables in Section 4: Proposed Solutions of the Data Quality Improvement Plan Template.

    All data quality solutions have two components to them:

    • Technology
    • People

    For the next five data quality solution slides, look for the slider for the contributions of each category to the solution. Use this scale to guide you in creating solutions.

    When designing solutions, keep in mind that solutions to data quality problems are not mutually exclusive. In other words, an identified root cause may have multiple solutions that apply to it.

    For example, if an application is plagued with inaccurate data, the application design may be suboptimal, but also the process that leads to data being entered may need fixing.

    Data quality improvement strategy #1:

    Fix data quality issues by improving system/application design.

    Technology

    Application Interface Design

    Restrict field length – Capture only the characters you need for your application.

    Leverage data masks – Use data masks in standardized fields like zip code and phone number.

    Restrict the use of open text fields and use reference tables – Only present open text fields when there is a need. Use reference tables to limit data values.

    Provide options – Use radio buttons, drop-down lists, and multi-select instead of using open text fields.

    Data Validation at the Application Level

    Validate data before committing – Use simple validation to ensure the data entered is not random numbers and letters.

    Track history – Keep track of who entered what fields.

    Cannot submit twice – Only design for one-time submission.

    People

    Training

    Data-entry training – Training that is related to data entry, creating, or updating data records.

    Data resolution training – Training data stewards or other dedicated data personnel on how to resolve data records that are not entered properly.

    Continuous Improvement

    Standards – Develop application design principles and standards.

    Field testing – Field data entry with a few people to look for abnormalities and discrepancies.

    Detection and resolution – Abnormal data records should be isolated and resolved ASAP.

    Application Testing

    Thorough testing – Application design is your first line of defence against poor data. Test to ensure bad data is kept out of the systems.

    Case Study

    HMS

    Industry: Healthcare

    Source: Informatica

    Improve your data quality ingestion procedures to provide better customer intimacy for your users

    Healthcare Management Systems (HMS) provides cost containment services for healthcare sponsors and payers, and coordinates benefits services. This is to ensure that healthcare claims are paid correctly to both government agencies and individuals. To do so, HMS relies on data, and this data needs to be of high quality to ensure the correct decisions are made, the right people get the correct claims, and the appropriate parties pay out.

    To improve the integrity of HMS’s customer data, HMS put in place a framework that helped to standardize the collection of high volume and highly variable data.

    Results

    Working with a data quality platform vendor to establish a framework for data standardization, HMS was able to streamline data analysis and reduce new customer implementations from months to weeks.

    HMS data was plagued with a lack of standardization of data ingestion procedures.

    Before improving data quality processes After improving data quality processes
    Data Ingestion Data Ingestion
    Many standards of ingestion. Standardized data ingestion
    Data Storage Data Storage
    Lack of ability to match data, creating data quality errors.
    Data Analysis Data Analysis
    = =
    Slow Customer Implementation Time 50% Reduction in Customer Implementation Time

    Data quality improvement strategy #2:

    Fix data quality issues using proper database design.

    Technology

    Database Design Best Practices

    Referential integrity – Ensure parent/child relationships are maintained in terms of cascade creation, update, and deletion.

    Primary key definition – Ensure there is at least one key to guarantee the uniqueness of the data records, and primary key should not allow null.

    Validate data domain – Create triggers to check the data values entered in the database fields.

    Field type and length – Define the most suitable data type and length to hold field values.

    One-Time Data Fix (more on the next slide)

    Explore solutions – Where to fix the data issues? Is there a case to fix the issues?

    Running profiling tools to catch errors – Run scans on the database with defined criteria to identify occurrences of questionable data.

    Fix a sample before fixing all records – Use a proof-of-concept approach to explore fix options and evaluate impacts before fixing the full set.

    People

    The DBA Team

    Perform key tasks in pairs – Take a pair approach to perform key tasks so that validation and cross-check can happen.

    Skilled DBAs – DBAs should be certified and accredited.

    Competence – Assess DBA competency on an ongoing basis.

    Preparedness – Develop drills to stimulate data issues and train DBAs.

    Cross train – Cross train team members so that one DBA can cover another DBA.

    Data quality improvement strategy #3:

    Improve integration and synchronization of enterprise data.

    Technology

    Integration Architecture

    Info-Tech’s 5-Tier Architecture – When doing transformations, it is good practice to persist the integration results in tier 3 before the data is further refined and presented in tier 4.

    Timing, timing, and timing – Think of the sequence of events. You may need to perform some ETL tasks before other tasks to achieve synchronization and consistence.

    Historical changes – Ensure your tier 3 is robust enough to include historical data. You need to enable type 2 slowly, changing dimension to recreate the data at a point in time.

    Data Cleansing

    Standardize – Leverage data standardization to standardize name and address fields to improve matching and integration.

    Fuzzy matching – When there are no common keys between datasets. The datasets can only be matched by fuzzy matching. Fuzzy matching is not hard science; define a confidence level and think about a mechanism to deal with the unmatched.

    People

    Reporting and Documentations

    Business data glossary and data lineage – Define a business data glossary to enhance findability of key data elements. Document data mappings and ETL logics.

    Create data quality reports – Many ETL platforms provide canned data quality reports. Leverage those quality reports to monitor the data health.

    Code Review

    Create data quality reports – Many ETL platforms provide canned data quality reports. Leverage those quality reports to monitor the data health.

    ARB (architectural review board) – All ETL codes should be approved by the architectural review board to ensure alignment with the overall integration strategy.

    Data quality improvement strategy #4:

    Improve data quality policies and procedures.

    Technology

    Policy Reporting

    Data quality reports – Leverage canned data quality reports from the ETL platforms to monitor data quality on an on-going basis. When abnormalities are found, provoke the right policies to deal with the issues.

    Store policies in a central location that is well known and easy to find and access. A key way that technology can help communicate policies is by having them published on a centralized website.

    Make the repository searchable and easily navigable. myPolicies helps you do all this and more.

    myPolicies helps you do all this and more.

    Go to this link

    People

    Policy Review and Training

    Policy review – Create a schedule for reviewing policies on a regular basis – invite professional writers to ensure polices are understandable.

    Policy training – Policies are often unread and misread. Training users and stakeholders on policies is an effective way to make sure those users and stakeholders understand the rationale of the policies. It is also a good practice to include a few scenarios that are handled by the policies.

    Policy hotline/mailbox – To avoid misinterpretation of the policies, a policy hotline/mailbox should be set up to answer any data policy questions from the end users/stakeholders.

    Policy Communications

    Simplified communications – Create handy one-pagers and infographic posters to communicate the key messages of the polices.

    Policy briefing – Whenever a new data project is initiated, a briefing of data policies should be given to ensure the project team follows the policies from the very beginning.

    Data quality improvement strategy #5:

    Streamline and optimize business processes.

    Technology

    Requirements Gathering

    Data Lineage – Leverage a metadata management tool to construct and document data lineage for future reference.

    Documentations Repository – It is a best practice to document key project information and share that knowledge across the project team and with the stakeholder. An improvement understanding of the project helps to identify data quality issues early on in the project.

    “Automating creation of data would help data quality most. You have to look at existing processes and create data signatures. You can then derive data off those data codes.” – Patrick Bossey, Manager of Business Intelligence, Crawford and Company

    People

    Requirements Gathering

    Info-Tech’s 4-Column Model – The datasets may exist but the business units do not have an effective way of communicating the quality needs. Use our four-column model and the eleven supporting questions to better understand the quality needs. See subsequent slides.

    I don’t know what the data means so I think the quality is poor – It is not uncommon to see that the right data presented to the business but the business does not trust the data. They also do not understand the business logic done on the data. See our Business Data Glossary in subsequent slides.

    Understand the business workflow – Know the business workflow to understand the manual steps associated with the workflow. You may find steps in which data is entered, manipulated, or consumed inappropriately.

    “Do a shadow data exercise where you identify the human workflows of how data gets entered, and then you can identify where data entry can be automated.” – Diraj Goel, Growth Advisor, BC Tech

    Brainstorm solutions to your data quality issues

    4 hours

    Input

    • Data profiling results
    • Preliminary root cause analyses

    Output

    • Proposals for data fix
    • Fixed issues

    Materials

    • Data Quality Improvement Plan Template

    Participants

    • Business and Data Analysts
    • Data experts and stewards

    After walking through the best-practice solutions to data quality issues, propose solutions to fix your identified issues.

    Instructions

    1. Review Root Cause Analyses: Revisit the root cause analysis and data lineage diagram you have generated in Step 3.2. to understand the issues in greater details.
    2. Characterize Each Issue: You may need to generate a data profiling report to characterize the issue. The report can be generated by using data quality suites, BI platforms, or even SQL statements.
    3. Brainstorm the Solutions: As a group, discuss potential ways to fix the issue. You can tackle the issues by approaching from these areas:
    Solution Approaches
    Technology Approach
    People Approach

    X crossover with

    Problematic Areas
    Application/System Design
    Database Design
    Data Integration and Synchronization
    Policies and Procedures
    Business Processes
    1. Document and Communicate: Document the solutions to your data issues. You may need to reuse or refer to the solutions. Also brainstorm some ideas on how to communicate the results back to the business.

    Download this Tool

    Sustaining your data quality requires continuous oversight through a data governance practice

    Quality data is the ultimate outcome of data governance and data quality management. Data governance enables data quality by providing the necessary oversight and controls for business processes in order to maintain data quality. There are three primary groups (at right) that are involved in a mature governance practice. Data quality should be tightly integrated with all of them.

    Define an effective data governance strategy and ensure the strategy integrates well with data quality with Info-Tech’s Establish Data Governance blueprint.

    Visit this link

    Data Governance Council

    This council establishes data management practices that span across the organization. This should be comprised of senior management or C-suite executives that can represent the various departments and lines of business within the organization. The data governance council can help to promote the value of data governance, facilitate a culture that nurtures data quality, and ensure that the goals of the data governance program are well aligned with business objectives.

    Data Owners

    Identifying the data owner role within an organization helps to create a greater degree of accountability for data issues. They often oversee how the data is being generated as well as how it is being consumed. Data owners come from the business side and have legal rights and defined control over a data set. They ensure data is available to the right people within the organization.

    Data Stewards

    Conflict can occur within an organization’s data governance program when a data steward’s role is confused with that of the steering committee’s role. Data stewards exist to enforce decisions made about data governance and data management. Data stewards are often business analysts or power users of a particular system/dataset. Where a data owner is primarily responsible for access, a data steward is responsible for the quality of a dataset.

    Integrate the data quality management strategy with existing data governance committees

    Ongoing and regular data quality management is the responsibility of the data governance bodies of the organization.

    The oversight of ongoing data quality activities rests on the shoulders of the data governance committees that exist in the organization.

    There is no one-size-fits-all data governance structure. However, most organizations follow a similar pattern when establishing committees, councils, and cross-functional groups. They strive to identify roles and responsibilities at a strategic, tactical, and operational level:

    The image shows a pyramid, with Executive Sponsors at the top, with the following roles in descending order: DG Council; Steering Committee; Working Groups; Data Owners and Data Stewards; and Data Users. Along the left side of the pyramid, there are three labels, in ascending order: Operational, Tactical, and Strategic.

    The image is a flow chart showing project roles, in two sections: the top section is labelled Governing Bodies, and the lower section is labelled Data Quality Improvement Team. There is a note indicating that the Data Owner reports to and provides updates regarding the state of data quality and data quality initiatives.

    Create and update the organization’s Business Data Glossary to keep up with current data definitions

    2 hours

    Input

    • Metrics and goals for data quality

    Output

    • Regularly scheduled data quality checkups

    Materials

    • Business Data Glossary Template
    • Data Quality Dashboard

    Participants

    • Data steward

    A crucial aspect of data quality and governance is the Business Data Glossary. The Business Data Glossary helps to align the terminology of the business with the organization’s data assets. It allows the people who interact with the data to quickly identify the applications, processes, and stewardship associated with it, which will enhance the accuracy and efficiency of searches for organization data definitions and attributes, enabling better access to the data. This will, in turn, enhance the quality of the organization’s data because it will be more accurate, relevant, and accessible.

    Use the Business Data Glossary Template to document key aspects of the data, such as:

    • Definition
    • Source System
    • Possible Values
    • Data Steward
    • Data Sensitivity
    • Data Availability
    • Batch or Live
    • Retention

    Data Element

    • Mkt-Product
    • Fin-Product

    Info-Tech Insight

    The Business Data Glossary ensures that the crucial data that has key business use by key business systems and users is appropriately owned and defined. It also establishes rules that lead to proper data management and quality to be enforced by the data owners.

    Download this Tool

    Data Steward(s): Use the Data Quality Improvement Plan of the business unit for ongoing quality monitoring

    Integrating your data quality strategy into the organization’s data governance program requires passing the strategy over to members of the data governance program. The data steward role is responsible for data quality at the business unit level, and should have been involved with the creation and implementation of the data quality improvement project. After the data quality repairs have been made, it is the responsibility of the data steward to regularly monitor the quality of the business unit’s data.

    Create Improvement Plan ↓
    • Data Quality Improvement Team identifies root cause issues.
    • Brainstorm solutions.
    Implement Improvement Plan ↓
    • Data Quality Improvement Team works with IT.
    Sustain Improvement Plan
    • Data Steward should regularly monitor data quality.

    Download this tool

    See Info-Tech’s Data Steward Job Description Template for a detailed understanding of the roles and responsibilities of the data steward.

    Responsible for sustaining

    The image shows a screen capture of a document entitled Business Context & Subject Area Selection.

    Develop a business-facing data quality dashboard to show improvements or a sudden dip in data quality

    One tool that the data steward can take advantage of is the data quality dashboard. Initiatives that are implemented to address data quality must have metrics defined by business objectives in order to demonstrate the value of the data quality improvement projects. In addition, the data steward should have tools for tracking data quality in the business unit to report issues to the data owner and data governance steering committee.

    • Example 1: Marketing uses data for direct mail and e-marketing campaigns. They care about customer data in particular. Specifically, they require high data quality in attributes such as customer name, address, and product profile.
    • Example 2: Alternatively, Finance places emphasis on financial data, focusing on attributes like account balance, latency in payment, credit score, and billing date.

    The image is Business dashboard on Data Quality for Marketing. It features Data Quality metrics, listed in the left column, and numbers for each quarter over the course of one year, on the right.

    Notes on chart:

    General improvement in billing address quality

    Sudden drop in touchpoint accuracy may prompt business to ask for explanations

    Approach to creating a business-facing data quality dashboard:

    1. Schedule a meeting with the functional unit to discuss what key data quality metrics are essential to their business operations. You should consider the business context, functional area, and subject area analyses you completed in Phase 1 as a starting point.
    2. Discuss how to gather data for the key metrics and their associated calculations.
    3. Discuss and decide the reporting intervals.
    4. Discuss and decide the unit of measurement.
    5. Generate a dashboard similar to the example. Consider using a BI or analytics tool to develop the dashboard.

    Data quality management must be sustained for ongoing improvements to the organization’s data

    • Data quality is never truly complete; it is a set of ongoing processes and disciplines that requires a permanent plan for monitoring practices, reviewing processes, and maintaining consistent data standards.
    • Setting the expectation to stakeholders that a long-term commitment is required to maintain quality data within the organization is critical to the success of the program.
    • A data quality maintenance program will continually revise and fine-tune ongoing practices, processes, and procedures employed for organizational data management.

    Data quality is a program that requires continual care:

    →Maintain→Good Data →

    Data quality management is a long-term commitment that shifts how an organization views, manages, and utilizes its corporate data assets. Long-term buy-in from all involved is critical.

    “Data quality is a process. We are trying to constantly improve the quality over time. It is not a one-time fix.” – Akin Akinwumi, Manager of Data Governance, Startech.com

    Define a data quality review agenda for data quality sustainment

    2 hours

    Input

    • Metrics and goals for data quality

    Output

    • Regularly scheduled data quality checkups

    Materials

    • Data Quality Diagnostic
    • Data Quality Dashboard

    Participants

    • Data Steward

    As a data steward, you are responsible for ongoing data quality checks of the business unit’s data. Define an improvement agenda to organize the improvement activities. Organize the activities yearly and quarterly to ensure improvement is done year-round.

    Quarterly

    • Measure data quality metrics against milestones. Perform a regular data quality health check with Info-Tech’s Data Quality Diagnostic.
    • Review the business unit’s Business Data Glossary to ensure that it is up to date and comprehensive.
    • Assess progress of practice area initiatives (time, milestones, budget, benefits delivered).
    • Analyze overall data quality and report progress on key improvement projects and corrective actions in the executive dashboard.
    • Communicate overall status of data quality to oversight body.

    Annually

    • Calculate your current baseline and measure progress by comparing it to previous years.
    • Set/revise quality objectives for each practice area and inter-practice hand-off processes.
    • Re-evaluate/re-establish data quality objectives.
    • Set/review data quality metrics and tracking mechanisms.
    • Set data quality review milestones and timelines.
    • Revisit data quality training from an end-user perspective and from a practitioner perspective.

    Info-Tech Insight

    Do data quality diagnostic at the beginning of any improvement plan, then recheck health with the diagnostic at regular intervals to see if symptoms are coming back. This should be a monitoring activity, not a data quality fixing activity. If symptoms are bad enough, repeat the improvement plan process.

    Take the next step in your Data & Analytics Journey

    After establishing your data quality program, look to increase your data & analytics maturity.

    • Artificial Intelligence (AI) is a concept that many organizations strive to implement. AI can really help in areas such as data preparation. However, implementing AI solutions requires a level of maturity that many organizations are not at.
    • While a solid data quality foundation is essential for AI initiatives being successful, AI can also ensure high data quality.
    • An AI analytics solution can address data integrity issues at the earliest point of data processing, rapidly transforming these vast volumes of data into trusted business information. This can be done through Anomaly detection, which flags “bad” data, identifying suspicious anomalies that can impact data quality. By tracking and evaluating data, anomaly detection gives critical insights into data quality as data is processed. (Ira Cohen, The End to a Never-Ending Story? Improve Data Quality with AI Analytics, anodot, 2020)

    Consider… “Garbage in, garbage out.”

    Lay a solid foundation by addressing your data quality issues prior to investing heavily in an AI solution.

    Related Info-Tech Research

    Are You Ready for AI?

    • Use AI as a compelling event to expedite funding, resources, and project plans for your data-related initiatives. Check out this note to understand what it takes to be ready to implement AI solutions.

    Get Started With Artificial Intelligence

    • Current AI technology is data-enabled, automated, adaptive decision support. Once you believe you are ready for AI, check out this blueprint on how to get started.

    Build a Data Architecture Roadmap

    • The data lineage diagram was a key tool used in establishing your data quality program. Check out this blueprint and learn how to optimize your data architecture to provide greatest value from data.

    Create an Architecture for AI

    • Build your target state architecture from predefined best practice building blocks. This blueprint assists members first to assess if they have the maturity to embrace AI in their organization, and if so, which AI acquisition model fits them best.

    Phase 4 Summary

    1. Data Quality Improvement Strategy
    • Brainstorm solutions to your data quality issues using the following data quality improvement strategies as a guide:
      1. Fix data quality issues by improving system/application design
      2. Fix data quality issues using proper database design
      3. Improve integration and synchronization of enterprise data
      4. Improve data quality policies and procedures
      5. Streamline and optimize business processes
  • Sustain Your Data Quality Program
    • Quality data is the ultimate outcome of data governance and data quality management.
    • Sustaining your data quality requires continuous oversight through a data governance practice.
    • There are three primary groups (Data Governance Council, Data Owners, and Data Stewards) that are involved in a mature governance practice.
  • Grow Your Data & Analytics Maturity
    • After establishing your data quality program, take the next step in increasing your data & analytics maturity.
    • Good data quality is the foundation of pursuing different ways of maximizing the value of your data such as implementing AI solutions.
    • Continue your data & analytics journey by referring to Info-Tech’s quality research.
  • Research Contributors and Experts

    Izabela Edmunds

    Information Architect Mott MacDonald

    Akin Akinwumi

    Manager of Data Governance Startech.com

    Diraj Goel

    Growth Advisor BC Tech

    Sujay Deb

    Director of Data Analytics Technology and Platforms Export Development Canada

    Asif Mumtaz

    Data & Solution Architect Blue Cross Blue Shield Association

    Patrick Bossey

    Manager of Business Intelligence Crawford and Company

    Anonymous Contributors

    Ibrahim Abdel-Kader

    Research Specialist Info-Tech Research Group

    Ibrahim is a Research Specialist at Info-Tech Research Group. In his career to date he has assisted many clients using his knowledge in process design, knowledge management, SharePoint for ECM, and more. He is expanding his familiarity in many areas such as data and analytics, enterprise architecture, and CIO-related topics.

    Reddy Doddipalli

    Senior Workshop Director Info-Tech Research Group

    Reddy is a Senior Workshop Director at Info-Tech Research Group, focused on data management and specialized analytics applications. He has over 25 years of strong industry experience in IT leading and managing analytics suite of solutions, enterprise data management, enterprise architecture, and artificial intelligence–based complex expert systems.

    Andy Neill

    Practice Lead, Data & Analytics and Enterprise Architecture Info-Tech Research Group

    Andy leads the data and analytics and enterprise architecture practices at ITRG. He has over 15 years of experience in managing technical teams, information architecture, data modeling, and enterprise data strategy. He is an expert in enterprise data architecture, data integration, data standards, data strategy, big data, and development of industry standard data models.

    Crystal Singh

    Research Director, Data & Analytics Info-Tech Research Group

    Crystal is a Research Director at Info-Tech Research Group. She brings a diverse and global perspective to her role, drawing from her professional experiences in various industries and locations. Prior to joining Info-Tech, Crystal led the Enterprise Data Services function at Rogers Communications, one of Canada’s leading telecommunications companies.

    Igor Ikonnikov

    Research Director, Data & Analytics Info-Tech Research Group

    Igor is a Research Director at Info-Tech Research Group. He has extensive experience in strategy formation and execution in the information management domain, including master data management, data governance, knowledge management, enterprise content management, big data, and analytics.

    Andrea Malick

    Research Director, Data & Analytics Info-Tech Research Group

    Andrea Malick is a Research Director at Info-Tech Research Group, focused on building best practices knowledge in the enterprise information management domain, with corporate and consulting leadership in enterprise architecture and content management (ECM).

    Natalia Modjeska

    Research Director, Data & Analytics Info-Tech Research Group

    Natalia Modjeska is a Research Director at Info-Tech Research Group. She advises members on topics related to AI, machine learning, advanced analytics, and data science, including ethics and governance. Natalia has over 15 years of experience in developing, selling, and implementing analytical solutions.

    Rajesh Parab

    Research Director, Data & Analytics Info-Tech Research Group

    Rajesh Parab is a Research Director at Info-Tech Research Group. He has over 20 years of global experience and brings a unique mix of technology and business acumen. He has worked on many data-driven business applications. In his previous architecture roles, Rajesh created a number of product roadmaps, technology strategies, and models.

    Bibliography

    Amidon, Kirk. "Case Study: How Data Quality Has Evolved at MathWorks." The Fifth MIT Information Quality Industry Symposium. 13 July 2011. Web. 19 Aug. 2015.

    Boulton, Clint. “Disconnect between CIOs and LOB managers weakens data quality.” CIO. 05 February 2016. Accessed June 2020.

    COBIT 5: Enabling Information. Rolling Meadows, IL: ISACA, 2013. Web.

    Cohen, Ira. “The End to a Never-Ending Story? Improve Data Quality with AI Analytics.” anodot. 2020.

    “DAMA Guide to the Data Management Body of Knowledge (DAMA-DMBOK Guide).” First Edition. DAMA International. 2009. Digital. April 2014.

    "Data Profiling: Underpinning Data Quality Management." Pitney Bowes. Pitney Bowes - Group 1 Software, 2007. Web. 18 Aug. 2015.

    Data.com. “Data.com Clean.” Salesforce. 2016. Web. 18 Aug. 2015.

    “Dawn of the CDO." Experian Data Quality. 2015. Web. 18 Aug. 2015.

    Demirkan, Haluk, and Bulent Dal. "Why Do So Many Analytics Projects Fail?" The Data Economy: Why Do so Many Analytics Projects Fail? Analytics Magazine. July-Aug. 2014. Web.

    Dignan, Larry. “CIOs juggling digital transformation pace, bad data, cloud lock-in and business alignment.” ZDNet. 11 March 2020. Accessed July.

    Dumbleton, Janani, and Derek Munro. "Global Data Quality Research - Discussion Paper 2015." Experian Data Quality. 2015. Web. 18 Aug. 2015.

    Eckerson, Wayne W. "Data Quality and the Bottom Line - Achieving Business Success through a Commitment to High Quality Data." The Data Warehouse Institute. 2002. Web. 18 Aug. 2015.

    “Infographic: Data Quality in BI the Costs and Benefits.” HaloBI. 2015 Web.

    Lee, Y.W. and Strong, D.M. “Knowing-Why About Data Processes and Data Quality.” Journal of Management Information Systems. 2004.

    “Making Data Quality a Way of Life.” Cognizant. 2014. Web. 18 Aug. 2015.

    "Merck Serono Achieves Single Source of Truth with Comprehensive RIM Solutions." www.productlifegroup.com. ProductLife Group. 15 Apr. 2015. Web. 23 Nov. 2015.

    Myers, Dan. “List of Conformed Dimensions of Data Quality.” Conformed Dimensions of Data Quality (CDDQ). 2019. Web.

    Redman, Thomas C. “Make the Case for Better Data Quality.” Harvard Business Review. 24 Aug. 2012. Web. 19 Aug. 2015.

    RingLead Data Management Solutions. “10 Stats About Data Quality I Bet You Didn’t Know.” RingLead. Accessed 7 July 2020.

    Schwartzrock, Todd. "Chrysler's Data Quality Management Case Study." Online video clip. YouTube. 21 April. 2011. Web. 18 Aug. 2015

    “Taking control in the digital age.” Experian Data Quality. Jan 2019. Web.

    “The data-driven organization, a transformation in progress.” Experian Data Quality. 2020. Web.

    "The Data Quality Benchmark Report." Experian Data Quality. Jan. 2015. Web. 18 Aug. 2015.

    “The state of data quality.” Experian Data Quality. Sept. 2013. Web. 17 Aug. 2015.

    Vincent, Lanny. “Differentiating Competence, Capability and Capacity.” Innovation Management Services. Web. June 2008.

    “7 ways poor data quality is costing your business.” Experian Data Quality. July 2020. Web.

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    Our Advice

    Critical Insight

    • Managing your budget is not just about numbers; it’s also about people and processes. Better relationships and a proper process leads to better management of your budget. Understand how your relationships and current processes might be leveraged to manage your budget.
    • No one likes to be over budget, but being under budget isn’t necessarily good either. Coming in under budget may mean that you are not accomplishing the initiatives that you promised you would, reflecting poor job performance.

    Impact and Result

    • Implement a formal budget management process that documents your planned budget and actual expenditures, tracks variances, and responds to those variances to stay on track towards budget goals.
    • Manage the expectations of business stakeholders by communicating the links between IT spend and business value in a way that is easily understood by the business.
    • Control for under- or overspending by using Info Tech’s budget management tool and tactics.

    Manage an IT Budget Research & Tools

    Start here – read the Executive Brief

    Read our concise Executive Brief to understand the increasing expectations for IT departments to better manage their budgets, 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. Document

    Create a streamlined documentation process that also considers the elements of people and technology.

    • Manage an IT Budget – Phase 1: Document
    • Manage Your IT Budget Tool

    2. Track

    Track your planned budget against actual expenditures to catch areas of over- and underspending in a timely manner.

    • Manage an IT Budget – Phase 2: Track

    3. Control

    Leverage control mechanisms to manage variances in your budget.

    • Manage an IT Budget – Phase 3: Control
    [infographic]

    Workshop: Manage an IT Budget

    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 Budget

    The Purpose

    The first step of managing your IT budget is to make sure there is a properly documented budget that everyone agrees upon.

    Key Benefits Achieved

    A properly documented budget facilitates management and communication of the budget.

    Activities

    1.1 Review budget for the year.

    1.2 Document each budget in the tool.

    1.3 Review CAPEX vs. OPEX.

    1.4 Customize accounts to match your organization.

    Outputs

    Budget broken out into monthly increments and by each account.

    Budget documented in tool.

    Tool customized to reflect organization's specific accounts and terminology.

    2 Optimize Documentation Process

    The Purpose

    A proper documentation process forms the backbone for effective budget management.

    Key Benefits Achieved

    A streamlined documentation process with accurate inputs that also considers the elements of people and technology.

    Activities

    2.1 Draw out process flow of current documentation.

    2.2 Identify bottlenecks.

    2.3 Discuss and develop roadmap to solving bottlenecks.

    Outputs

    Process flow of current documentation process with identified bottlenecks.

    Plan to mitigate bottlenecks.

    3 Track and Control for Over- and Underspending

    The Purpose

    Track your planned budget against actual expenditures to catch areas of over- and underspending in a timely manner. Then, leverage control mechanisms to manage variances in your budget.

    Key Benefits Achieved

    Tracking and controlling for variances will help the IT department stay on track towards its budget goals. It will also help with communicating IT’s value to the business.

    Activities

    3.1 Walk through the “Overview Bar.”

    3.2 Document actual expenses incurred in fiscal to date.

    3.3 Review the risk of over- and underspending.

    3.4 Use the reforecast column to control for over- and underspend.

    Outputs

    Assess the “Overview Bar.”

    Document actual expenditures and committed expenses up to the current date.

    Develop a strategy and roadmap for how you will mitigate any current under- or overspends.

    Reforecast expenditures for each account for each month for the remainder of the fiscal year.

    Configuration management

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    Configuration management is all about being able to manage your assets within the support processes. That means to record what you need. Not less than that, and not more either.

    Asset Management, Configuration Management, Lifecycle Management

    Develop a Security Operations Strategy

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    • Parent Category Name: Security Processes & Operations
    • Parent Category Link: /security-processes-and-operations
    • There is an onslaught of security data – generating information in different formats, storing it in different places, and forwarding it to different locations.
    • The organization lacks a dedicated enterprise security team. There is limited resourcing available to begin or mature a security operations center.
    • Many organizations are developing ad hoc security capabilities that result in operational inefficiencies, the misalignment of resources, and the misuse of security technology investments.
    • It is difficult to communicate the value of a security operations program when trying to secure organizational buy-in to gain the appropriate resourcing.
    • There is limited communication between security functions due to a centralized security operations organizational structure.

    Our Advice

    Critical Insight

    1. 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.
    2. Functional threat intelligence is a prerequisite for effective security operations – without it, security operations will be inefficient and redundant. Eliminate false positives by contextualizing threat data, aligning intelligence with business objectives, and building processes to satisfy those objectives.
    3. If you are not communicating, you are not secure. Collaboration eliminates siloed decisions by connecting people, processes, and technologies. You leave less room for error, consume fewer resources, and improve operational efficiency with a transparent security operations process.

    Impact and Result

    • A unified security operations process actively transforms security events and threat information into actionable intelligence, driving security prevention, detection, analysis, and response processes, addressing the increasing sophistication of cyberthreats, and guiding continuous improvement.
    • This blueprint will walk through the steps of developing a flexible and systematic security operations program relevant to your organization.

    Develop a Security Operations Strategy Research & Tools

    Start here – read the Executive Brief

    Read our concise Executive Brief to find out why you should enhance your security operations 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. Assess your current state

    Assess current prevention, detection, analysis, and response capabilities.

    • Develop a Security Operations Strategy – Phase 1: Assess Operational Requirements
    • Security Operations Preliminary Maturity Assessment Tool

    2. Develop maturity initiatives

    Design your optimized state of operations.

    • Develop a Security Operations Strategy – Phase 2: Develop Maturity Initiatives
    • Information Security Requirements Gathering Tool
    • Concept of Operations Maturity Assessment Tool

    3. Define operational interdependencies

    Identify opportunities for collaboration within your security program.

    • Develop a Security Operations Strategy – Phase 3: Define Operational Interdependencies
    • Security Operations RACI Chart & Program Plan
    • Security Operations Program Cadence Schedule Template
    • Security Operations Collaboration Plan
    • Security Operations Metrics Summary Document
    [infographic]

    Workshop: Develop a Security Operations 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 Assess Operational Requirements

    The Purpose

    Determine current prevention, detection, analysis, and response capabilities, operational inefficiencies, and opportunities for improvement.

    Key Benefits Achieved

    Determine why you need a sound security operations program.

    Understand Info-Tech’s threat collaboration environment.

    Evaluate your current security operation’s functions and capabilities.

    Activities

    1.1 Understand the benefits of refining your security operations program.

    1.2 Gauge your current prevention, detection, analysis, and response capabilities.

    Outputs

    Security Operations Preliminary Maturity Assessment Tool

    2 Develop Maturity Initiatives

    The Purpose

    Begin developing and prioritizing gap initiatives in order to achieve the optimal state of operations.

    Key Benefits Achieved

    Establish your goals, obligations, scope, and boundaries.

    Assess your current state and define a target state.

    Develop and prioritize gap initiatives.

    Define the cost, effort, alignment, and security benefits of each initiative.

    Develop a security strategy operational roadmap.

    Activities

    2.1 Assess your current security goals, obligations, and scope.

    2.2 Design your ideal target state.

    2.3 Prioritize gap initiatives.

    Outputs

    Information Security Strategy Requirements Gathering Tool

    Security Operations Maturity Assessment Tool

    3 Define Operational Interdependencies

    The Purpose

    Identify opportunities for collaboration.

    Formalize your operational process flows.

    Develop a comprehensive and actionable measurement program.

    Key Benefits Achieved

    Understand the current security operations process flow.

    Define the security operations stakeholders and their respective deliverables.

    Formalize an internal information-sharing and collaboration plan.

    Activities

    3.1 Identify opportunities for collaboration.

    3.2 Formalize a security operations collaboration plan.

    3.3 Define operational roles and responsibilities.

    3.4 Develop a comprehensive measurement program.

    Outputs

    Security Operations RACI & Program Plan Tool

    Security Operations Collaboration Plan

    Security Operations Cadence Schedule Template

    Security Operations Metrics Summary

    Further reading

    INFO-TECH RESEARCH GROUP

    Develop a Security Operations Strategy

    Transition from a security operations center to a threat collaboration environment.

    Info-Tech Research Group, Inc. is a global leader in providing IT research and advice. Info-Tech’s products and services combine actionable insight and relevant advice with ready-to-use tools and templates that cover the full spectrum of IT concerns.
    © 1997-2017 Info-Tech Research Group Inc.

    ANALYST PERSPECTIVE

    “A reactive security operations program is no longer an option. The increasing sophistication of threats demands a streamlined yet adaptable mitigation and remediation process. Protect your assets by preparing for the inevitable; unify your prevention, detection, analysis, and response efforts and provide assurance to your stakeholders that you are making information security a top priority.”

    Phot of Edward Gray, Consulting Analyst, Security, Risk & Compliance, Info-Tech Research Group.

    Edward Gray,
    Consulting Analyst, Security, Risk & Compliance
    Info-Tech Research Group



    Our understanding of the problem

    This Research Is Designed For:
    • Chief Information Officer (CIO)
    • Chief Information Security Officer (CISO)
    • Chief Operating Officer (COO)
    • Security / IT Management
    • Security Operations Director / Security Operations Center (SOC)
    • Network Operations Director / Network Operations Center (NOC)
    • Systems Administrator
    • Threat Intelligence Staff
    • Security Operations Staff
    • Security Incident Responders
    • Vulnerability Management Staff
    • Patch Management
    This Research Will Help You:
    • Enhance your security program by implementing and streamlining next-generation security operations processes.
    • Increase organizational situational awareness through active collaboration between core threat teams, enriching internal security events with external threat intelligence and enhancing security controls.
    • Develop a comprehensive threat analysis and dissemination process: align people, process, and technology to scale security to threats.
    • Identify the appropriate technological and infrastructure-based sourcing decisions.
    • Design a step-by-step security operations implementation process.
    • Pursue continuous improvement: build a measurement program that actively evaluates program effectiveness.
    This Research Will Also Assist:
    • Board / Chief Executive Officer
    • Information Owners (Business Directors/VP)
    • Security Governance and Risk Management
    • Fraud Operations
    • Human Resources
    • Legal and Public Relations
    This Research Will Help Them
    • Aid decision making by staying abreast of cyberthreats that could impact the business.
    • Increase visibility into the organization’s threat landscape to identify likely targets or identify exposed vulnerabilities.
    • Ensure the business is compliant with regularity, legal, and/or compliance requirements.
    • Understand the value and return on investment of security operations offerings.

    Executive summary

    Situation

    • Current security practices are disjointed, operating independently with a wide variety of processes and tools to conduct incident response, network defense, and threat analysis. These disparate mitigations leave organizations vulnerable to the increasing number of malicious events.
    • Threat management has become resource intensive, requiring continuous monitoring, collection, and analysis of massive volumes of security event data, while juggling business, compliance, and consumer obligations.

    Complication

    • There is an onslaught of security data – generating information in different formats, storing it in different places, and forwarding it to different locations.
    • The organization lacks a dedicated enterprise security team. There is limited resourcing available to begin or mature a security operations center.
    • Many organizations are developing ad hoc security capabilities that result in operational inefficiencies, the misalignment of resources, and the misuse of their security technology investments.
    • It is difficult to communicate the value of a security operations program when trying to secure organizational buy-in to gain the appropriate resourcing.
    • There is limited communication between security functions due to a centralized security operations organizational structure.

    Resolution

    • A unified security operations process actively transforms security events and threat information into actionable intelligence, driving security prevention, detection, analysis, and response processes, addressing the increasing sophistication of cyberthreats, and guiding continuous improvement.
    • This blueprint will walk through the steps of developing a flexible and systematic security operations program relevant to your organization.

    Info-Tech Insight

    1. 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.
    2. Functional threat intelligence is a prerequisite for effective security operations – without it, security operations will be inefficient and redundant. Eliminate false positives by contextualizing threat data, aligning intelligence with business objectives, and building processes to satisfy those objectives.
    3. If you are not communicating, you are not secure. Collaboration eliminates siloed decisions by connecting people, processes, and technologies. You leave less room for error, consume fewer resources, and improve operational efficiency with a transparent security operations process.

    Data breaches are resulting in major costs across industries

    Horizontal bar chart of 'Per capita cost by industry classification of benchmarked companies', with the highest cost attributed to 'Health', 'Pharmaceutical', 'Financial', 'Energy', and 'Transportation'.

    Average data breach costs per compromised record hit an all-time high of $217 (in 2015); $74 is direct cost (e.g. legal fees, technology investment) and $143 is indirect cost (e.g. abnormal customer churn). (Source: Ponemon Institute, “2015 Cost of Data Breach Study: United States”)

    '% of systems impacted by a data breach', '1% No Impact', '19% 1-10% impacted', '41% 11-30% impacted', '24% 31-50% impacted', '15% more than 50% impacted
    Divider line.
    '% 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%'.
    Divider line.
    '% of business opportunity 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: The Network, “ Cisco 2017 Security Capabilities Benchmark Study”)

    Persistent issues

    • Organizational barriers separating prevention, detection, analysis, and response efforts.
      Siloed operations limit collaboration and internal knowledge sharing.
    • Lack of knowledgeable security staff.
      Human capital is transferrable between roles and functions and must be cross-trained to wear multiple hats.
    • Failure to evaluate and improve security operations.
      The effectiveness of operations must be frequently measured and (re)assessed through an iterative system of continuous improvement.
    • Lack of standardization.
      Pre-established use cases and policies outlining tier-1 operational efforts will eliminate ad hoc remediation efforts and streamline operations.
    • Failure to acknowledge the auditor as a customer.
      Many compliance and regulatory obligations require organizations to have comprehensive documentation of their security operations practices.

    60% Of organizations say security operation teams have little understanding of each other’s requirements.

    40% Of executives report that poor coordination leads to excessive labor and IT operational costs.

    38-100% Increase in efficiency after closing operational gaps with collaboration.
    (Source: Forbes, “The Game Plan for Closing the SecOps Gap”)

    The solution

    Bar chart of the 'Benefits of Internal Collaboration' with 'Increased Operational Efficiency' and 'Increased Problem Solving' having the highest percentage.

    “Empower a few administrators with the best information to enable fast, automated responses.”
    – Ismael Valenzuela, IR/Forensics Technical Practice Manager, Foundstone® Services, Intel Security)

    Insufficient security personnel resourcing has been identified as the most prevalent challenge in security operations…

    When an emergency security incident strikes, weak collaboration and poor coordination among critical business functions will magnify inefficiencies in the incident response (IR) process, impacting the organization’s ability to minimize damage and downtime.

    The solution: optimize your SOC. Info-Tech has seen SOCs with five analysts outperform SOCs with 25 analysts through tools and process optimization.

    Sources:
    Ponemon. "2016 State of Cybersecurity in Small & Medium-Sized Businesses (SMB).”
    Syngress. Designing and Building a Security Operations Center.

    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.
    Venn diagram of 'Next-Gen Security Operations' with four intersecting circles: 'Prevent', 'Detect', 'Analyze', and 'Respond'.

    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 operations, 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 in order to reduce incident remediation time and effort.

    Info-Tech’s security operations blueprint ties together various initiatives

    Stock image 1.

    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.
    Deliverables
    • Vulnerability Tracking Tool
    • Vulnerability Scanning Tool RFP Template
    • Penetration Test RFP Template
    • Vulnerability Mitigation Process Template
    Stock image 2.

    Integrate Threat Intelligence Into Your Security Operations

    Threat Intelligence
    Threat intelligence addresses the collection, analysis, and dissemination of external threat data. Analysts act as liaisons to their peers, publishing actionable threat alerts, reports, and briefings. Threat intelligence proactively monitors and identifies whether threat indicators are impacting your organization.
    • Maturity Assessment Tool
    • Threat Intelligence RACI Tool
    • Management Plan Template
    • Threat Intelligence Policy Template
    • Alert Template
    • Alert and Briefing Cadence Schedule
    Stock image 3.

    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. 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.
    • Maturity Assessment Tool
    • Event Prioritization Tool
    • Efficiency Calculator
    • SecOps Policy Template
    • In-House vs. Outsourcing Decision-Making Tool
    • SecOps RACI Tool
    • TCO & ROI Comparison Calculator
    Stock image 4.

    Develop and Implement a Security Incident Management Program

    Incident Response
    Effective and efficient management of incidents involves a formal process of analysis, containment, eradication, recovery, and post-incident activities. IR teams coordinate root-cause analysis 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.
    • Incident Management Policy
    • Maturity Assessment Tool
    • Incident Management RACI Tool
    • Incident Management Plan
    • Incident Runbook Prioritization Tool
    • Various Incident Management Runbooks

    This blueprint will…

    …better protect your organization with an interdependent and collaborative security operations program.

    Phase 01

    Assess your operational requirements.

    Phase 02

    Optimize and further mature your security operations processes

    Phase 3a

    Develop the process flow and specific interaction points between functions

    Phase 3b

    Test your current capabilities with a table top exercise
    Briefly assess your current prevention, detection, analysis, and response capabilities.
    Highlight operational weak spots that should be addressed before progressing.
    Develop a prioritized list of security-focused operational initiatives.
    Conduct a holistic analysis of your operational capabilities.
    Define the operational interaction points between security-focused operational departments.
    Document the results in comprehensive operational interaction agreement.
    Test your operational processes with Info-Tech’s security operations table-top exercise.

    Info-Tech integrates several best practices to create a best-of-breed security framework

    Legend for the 'Information Security Framework' identifying blue best practices as 'In Scope' and white best practices as 'Out of Scope'. Info-Tech's 'Information Security Framework' of best practices with two main categories 'Governance' and 'Management', each with subcategories such as 'Context & Leadership' and 'Prevention', each with a group of best practices color-coded to the associated legend identifying them as 'In Scope' or 'Out of Scope'.

    Benefits of a collaborative and integrated operations program

    Effective security operations management will help you do the following:

    • Improve efficacy
      Develop structured processes to automate activities and increase process consistency across the security program. Expose operational weak points and transition teams from firefighting to an innovator role.
    • Improve threat protection
      Enhance network controls through the hardening of perimeter defenses, an intelligence-driven analysis process, and a streamlined incident remediation process.
    • Improve visibility and information sharing
      Promote both internal and external information sharing to enable good decision making.
    • Create and clarify accountability and responsibility
      Security operations management practices will set a clear level of accountability throughout the security program and ensure role responsibility for all tasks and processes involved in service delivery.
    • Control security costs
      Security operations management is concerned with delivering promised services in the most efficient way possible. Good security operations management practices will provide insight into current costs across the organization and present opportunities for cost savings.
    • Identify opportunities for continuous improvement
      Increased visibility into current performance levels and the ability to accurately identify opportunities for continuous improvement.

    Impact

    Short term:

    • Streamlined security operations program development process.
    • Completed comprehensive list of operational gaps and initiatives.
    • Formalized and structured implementation process.
    • Standardized operational use cases that predefine necessary operational protocol.

    Long term:

    • Enhanced visibility into immediate threat environment.
    • Improved effectiveness of internal defensive controls.
    • 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.

    Understand the cost of not having a suitable security operations program

    A practical approach, justifying the value of security operations, is to identify the assets at risk and calculate the cost to the company should the information assets be compromised (i.e. assess the damage an attacker could do to the business).

    Cost Structure Cost Estimation ($) for SMB
    (Small and medium-sized business)
    Cost Estimation ($) for LE
    (Large enterprise)
    Security controls Technology investment: software, hardware, facility, maintenance, etc.
    Cost of process implementation: incident response, CMBD, problem management, etc.
    Cost of resource: salary, training, recruiting, etc.
    $0-300K/year $200K-2M/year
    Security incidents
    (if no security control is in place)
    Explicit cost:
    1. Incident response cost:
      • Remediation costs
      • Productivity: (number of employees impacted) × (hours out) × (burdened hourly rate)
      • Extra professional services
      • Equipment rental, travel expenses, etc.
      • Compliance fine
      • Cost of notifying clients
    2. Revenue loss: direct loss, the impact of permanent loss of data, lost future revenues
    3. Financial performance: credit rating, stock price
      Hidden cost:
      • Reputation, customer loyalty, etc.
    $15K-650K/year $270K-11M/year

    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.
    • Activity: Define workshop objectives and current state of knowledge.
    • Understand the threat collaboration environment.
    • Understand the benefits of an optimized security operations.
    • Activity: Review preliminary maturity level.
    • Activity: Assess current people, processes, and technology capabilities.
    • Activity: Assess workflow capabilities.
    • Activity: Begin deep-dive into maturity assessment tool.
    • Discuss strategies to enhance the analysis process (ticketing, automation, visualization, use cases, etc.).
    • Activity: Design ideal target state.
    • Activity: Identify security gaps.
    • Build initiatives to bridge the gaps.
    • Activity: Estimate the resources needed.
    • Activity: Prioritize gap initiatives.
    • Activity: Develop dashboarding and visualization metrics.
    • Activity: Plan for a transition with the security roadmap and action plan.
    • Activity: Define and assign tier 1, 2 & 3 SOC roles and responsibilities.
    • Activity: Assign roles and responsibilities for each security operations initiative.
    • Activity: Develop a comprehensive measurement program.
    • Activity: 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.
    • Activity:Conduct attack campaign simulation.
    • Finalize main deliverables.
    • Schedule feedback call.
    Deliverables
    1. Security Operations Maturity Assessment Tool
    1. Target State and Gap Analysis (Security Operations Maturity Assessment Tool)
    1. Security Operations Role & Process Design
    2. Security Operations RACI Chart
    3. Security Operations Metrics Summary
    4. Security Operations Phishing Process Runbook
    5. Attack Campaign Simulation PowerPoint

    All Final Deliverables

    Develop a Security Operations Strategy

    PHASE 1

    Assess Operational Requirements

    1

    Assess Operational Requirements

    2

    Develop Maturity Initiatives

    3

    Define Interdependencies

    This step will walk you through the following activities:

    • Determine why you need a sound security operations program.
    • Understand Info-Tech’s threat collaboration environment.
    • Evaluate your current security operation’s functions and capabilities.

    Outcomes of this step

    • A defined scope and motive for completing this project.
    • Insight into your current security operations capabilities.
    • A prioritized list of security operations initiatives based on maturity level.

    Info-Tech Insight

    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.

    Warm-up exercise: Why build a security operations program?

    Estimated time to completion: 30 minutes

    Discussion: Why are we pursuing this project?

    What are the objectives for optimizing and developing sound security operations?

    Stakeholders Required:

    • Key business executives
    • IT leaders
    • Security operations team members

    Resources Required

    • Sticky notes
    • Whiteboard
    • Dry-erase markers
    1. Briefly define the scope of security operations
      What people, processes, and technology fall within the security operations umbrella?
    2. Brainstorm the implications of not acting
      What does the status quo have in store? What are the potential risks?
    3. Define the goals of the project
      Clarify from the outset: what exactly do you want to accomplish from this project?
    4. Prioritize all brainstormed goals
      Classify the goals based on relevant prioritization criteria, e.g. urgency, impact, cost.

    Info-Tech Best Practice

    Don’t develop a security operations program with the objective of zero incidents. This reliance on prevention results in over-engineered security solutions that cost more than the assets being protected.

    Decentralizing the SOC: Security as a function

    Before you begin, remember that no two security operation programs are the same. While the end goal may be similar, the threat landscape, risk tolerance, and organizational requirements will differ from any other SOC. Determine what your DNA looks like before you begin to protect it.

    Security operations must provide several fundamental functions:
    • Real-time monitoring, detecting, and triaging of data from both internal and external sources.
    • In-depth analysis of indicators and incidents, leveraging malware analysis, correlation and rule tweaking, and forensics and eDiscovery techniques.
    • Network/host scanning and vulnerability patch management.
    • Incident response, remediation, and reporting. Security operations must disseminate appropriate information/intelligence to relevant stakeholders.
    • Comprehensive logging and ticketing capabilities that document and communicate events throughout the threat collaboration environment.
    • Tuning and tweaking of technologies to ingest collected data and enhance the analysis process.
    • Enhance overall organizational situational awareness by reporting on security trends, escalating incidents, and sharing adversary tools, tactics, and procedures.
    Venn diagram of 'Security Operations' with four intersecting circles: 'Prevent', 'Detect', 'Analyze', and 'Respond'.
    At its core, a security operations program is responsible for the prevention, detection, analysis, and response of security events.

    Optimized security operations can seamlessly integrate threat and incident management processes with monitoring and compliance workflows and resources. This integration unlocks efficiency.

    Understand the levels of security operations

    Take the time to map out what you need and where you should go. Security operations has to be more than just monitoring events – there must be a structured program.

    Foundational Arrow with a plus sign pointing right. Operational Arrow with a plus sign pointing right. Strategic
    • Intrusion Detection Management
    • Active Device and Event Monitoring
    • Log Collection and Retention
    • Reporting and Escalation Management
    • Incident Management
    • Audit Compliance
    • Vendor Management
    • Ticketing Processes
    • Packet Capture and Analysis
    • SIEM
    • Firewall
    • Antivirus
    • Patch Management
    • Event Analysis and Incident Triage
    • Security Log Management
    • Vulnerability Management
    • Host Hardening
    • Static Malware Analysis
    • Identity and Access Management
    • Change Management
    • Endpoint Management
    • Business Continuity Management
    • Encryption Management
    • Cloud Security (if applicable)
    • SIEM with Defined Use Cases
    • Big Data Security Analytics
    • Threat Intelligence
    • Network Flow Analysis
    • VPN Anomaly Detection
    • Dynamic Malware Analysis
    • Use-Case Management
    • Feedback and Continuous Improvement Management
    • Visualization and Dashboarding
    • Knowledge Portal Ticket Documentation
    • Advanced Threat Hunting
    • Control and Process Automation
    • eDiscovery and Forensics
    • Risk Management
    ——Security Operations Capabilities—–›

    Understand security operations: Establish a unified threat collaboration environment

    Stock image 1.

    Design and Implement a Vulnerability Management Program

    Security operations is part of what Info-Tech calls a threat collaboration environment, where members must actively collaborate to address threats impacting the organization’s brand, operations, and technology infrastructure.
    • Managing incident escalation and response.
    • Coordinating root-cause analysis and incident gathering.
    • Facilitating post-incident lessons learned.
    • Managing system patching and risk acceptance.
    • Conducting vulnerability assessment and penetration testing.
    • Monitoring in real-time and triaging of events.
    • Escalating events to incident management team.
    • Tuning and tweaking rules and reporting thresholds.
    • Gathering and analyzing external threat data.
    • Liaising with peers, industry, and government.
    • Publishing threat alerts, reports, and briefings.

    Info-Tech Best Practice

    Ensure that information flows freely throughout the threat collaboration environment – each function should serve to feed and enhance the next.

    Stock image 2.

    Integrate Threat Intelligence Into Your Security Operations

    Stock image 3.

    Develop Foundational Security Operations Processes

    Stock image 4.

    Develop and Implement a Security Incident Management Program

    The threat collaboration environment is comprised of three core elements

    Info-Tech Insight

    The value of a SOC can be achieved with fewer prerequisites than you think. While it is difficult to cut back on process and technology requirements, human capital is transferrable between roles and functions and can be cross-trained to satisfy operational gaps.

    Three hexes fitting together with the words 'People', 'Process', and 'Technology'. People. Effective human capital is fundamental to establishing an efficient security operations program, and if enabled correctly, can be the driving factor behind successful process optimization. Ensure you address several critical human capital components:
    • Who is responsible for each respective threat collaboration environment function?
    • What are the required operational roles, responsibilities, and competencies for each employee?
    • Are there formalized training procedures to onboard new employees?
    • Is there an established knowledge transfer and management program?
    Processes. Formal and informal mechanisms that bridge security throughout the collaboration environment and organization at large. Ask yourself:
    • Are there defined runbooks that clearly outline critical operational procedures and guidelines?
    • Is there a defined escalation protocol to transfer knowledge and share threats internally?
    • Is there a defined reporting procedure to share intelligence externally?
    • Are there formal and accessible policies for each respective security operations function?
    • Is there a defined measurement program to report on the performance of security operations?
    • Is there a continuous improvement program in place for all security operations functions?
    • Is there a defined operational vendor management program?
    Technology. The composition of all infrastructure, systems, controls, and tools that enable processes and people to operate and collaborate more efficiently. Determine:
    • Are the appropriate controls implemented to effectively prevent, detect, analyze, and remediate threats? Is each control documented with an assigned asset owner?
    • Can a solution integrate with existing controls? If so, to what extent?
    • Is there a centralized log aggregation tool such as a SIEM?
    • What is the operational cost to effectively manage each control?
    • Is the control the most up-to-date version? Have the most recent patches and configuration changes been applied? Can it be consolidated with or replaced by another control?

    Conduct a preliminary maturity assessment before tackling this project

    Stock image 1.

    Design and Implement a Vulnerability Management Program

    Sample of Info-Tech's Security Operations Preliminary Maturity Assessment

    At a high level, assess your organization’s operational maturity in each of the threat collaboration environment functions. Determine whether the foundational processes exist in order to mature and streamline your security operations.

    Stock image 2.

    Integrate Threat Intelligence Into Your Security Operations

    Stock image 3.

    Develop Foundational Security Operations Processes

    Stock image 4.

    Develop and Implement a Security Incident Management Program

    Assess the current maturity of your security operations program

    Prioritize the component most important to the development of your security operations program.

    Screenshot of a table from the Security Operations Preliminary Maturity Assessment presenting the 'Impact Sub-Weightings' of 'People', 'Process', 'Technology', and 'Policy'.
    Screenshot of a table from the Security Operations Preliminary Maturity Assessment assessing the 'Current State' and 'Target State' of different 'Security Capabilities'.
    Each “security capability” covers a component of the overarching “security function.” Assign a current and target maturity score to each respective security capability. (Note: The CMMI maturity scores are further explained on the following slide.) Document any/all comments for future Info-Tech analyst discussions.

    Assign each security capability a reflective and desired maturity score.

    Your current and target state maturity will be determined using the capability maturity model integration (CMMI) scale. Ensure that all participants understand the 1-5 scale.
    Two-way vertical arrow colored blue at the top and green at the bottom. Ad Hoc
    1 Arrow pointing right. Initial/Ad Hoc: Activity is not well defined and is ad hoc, e.g. no formal roles or responsibilities exist, de facto standards are followed on an individual-by-individual basis.
    2 Arrow pointing right. Developing: Activity is established and there is moderate adherence to its execution, e.g. while no formal policies have been documented, content management is occurring implicitly or on an individual-by-individual basis.
    3 Arrow pointing right. Defined: Activity is formally established, documented, repeatable, and integrated with other phases of the process, e.g. roles and responsibilities have been defined and documented in an accessible policy, however, metrics are not actively monitored and managed.
    4 Arrow pointing right. Managed and Measurable: Activity execution is tracked by gathering qualitative and quantitative feedback, e.g. metrics have been established to monitor the effectiveness of tier-1 SOC analysts.
    5 Arrow pointing right. Optimized: Qualitative and quantitative feedback is used to continually improve the execution of the activity, e.g. the organization is an industry leader in the respective field; research and development efforts are allocated in order to continuously explore more efficient methods of accomplishing the task at hand.
    Optimized

    Notes: Info-Tech seldom sees a client achieve a CMMI score of 4 or 5. To achieve a state of optimization there must be a subsequent trade-off elsewhere. As such, we recommend that organizations strive for a CMMI score of 3 or 4.

    Ensure that your threat collaboration environment is of a sufficient maturity before progressing

    Example report card from the maturity assessment. Functions are color-coded green, yellow, and red. Review the report cards for each of the respective threat collaboration environment functions.
    • A green function indicates that you have exceeded the operational requirements to proceed with the security operations initiative.
    • A yellow function indicates that your maturity score is below the recommended threshold; Info-Tech advises revisiting the attached blueprint. In the instance of a one-off case, the client can proceed with this security operations initiative.
    • A red function indicates that your maturity score is well below the recommended threshold; Info-Tech strongly advises to not proceed with the security operations initiative. Revisit the recommended blueprint and further mature the specific function.

    Are you ready to move on to the next phase?

    Self-Assessment Questions

    • Have you clearly defined the rationale for refining your security operations program?
    • Have you clearly defined and prioritized the goals and outcomes of optimizing your security operations program?
    • Have you assessed your respective people, process, and technological capabilities?
    • Have you completed the Security Operations Preliminary Maturity Assessment Tool?
    • Were all threat collaboration environment functions of a sufficient maturity level?

    If you answered “yes” to the questions, then you are ready to move on to Phase 2: Develop Maturity Initiatives

    Develop a Security Operations Strategy

    PHASE 2

    Develop Maturity Initiatives

    1

    Assess Operational Requirements

    2

    Develop Maturity Initiatives

    3

    Define Interdependencies

    This step will walk you through the following activities:

    • Establish your goals, obligations, scope, and boundaries.
    • Assess your current state and define a target state.
    • Develop and prioritize gap initiatives.
    • Define cost, effort, alignment, and security benefit of each initiative.
    • Develop a security strategy operational roadmap.

    Outcomes of this step

    • A formalized understanding of your business, customer, and regulatory obligations.
    • A comprehensive current and target state assessment.
    • A succinct and consolidated list of gap initiatives that will collectively achieve your target state.
    • A formally documented set of estimated priority variables (cost, effort, business alignment).
    • A fully prioritized security roadmap that is in alignment with business goals and informed by the organization’s needs and limitations.

    Info-Tech Insight

    Functional threat intelligence is a prerequisite for effective security operations – without it, security operations will be inefficient and redundant. Eliminate false positives by contextualizing threat data, aligning intelligence with business objectives, and building processes to satisfy those objectives

    Align your security operations program with corporate goals and obligations

    A common challenge for security leaders is learning to express their initiatives in terms that are meaningful to business executives.

    Frame the importance of your security operations program to
    align with that of the decision makers’ over-arching strategy.

    Oftentimes resourcing and funding is dependent on the
    alignment of security initiatives to business objectives.

    Corporate goals and objectives can be categorized into three major buckets:
    1. BUSINESS OBLIGATIONS
      The primary goals and functions of the organization at large. Examples include customer retention, growth, innovation, customer experience, etc.
    2. CONSUMER OBLIGATIONS
      The needs and demands of internal and external stakeholders. Examples include ease of use (external), data protection (external), offsite access (internal), etc.
    3. COMPLIANCE OBLIGATIONS
      The requirements of the organization to comply with mandatory and/or voluntary standards. Examples include HIPAA, PIPEDA, ISO 27001, etc.
    *Do not approach the above list with a security mindset – take a business perspective and align your security efforts accordingly.

    Info-Tech Best Practice

    Developing a security operations strategy is a proactive activity that enables you to get in front of any upcoming business projects or industry trends rather than having to respond reactively later on. Consider as many foreseeable variables as possible!

    Determine your security operations program scope and boundaries

    It is important to define all security-related areas of responsibility. Upon completion you should clearly understand what you are trying to secure.

    Ask yourself:
    Where does the onus of responsibility stop?

    The organizational scope and boundaries and can be categorized into four major buckets:
    1. PHYSICAL SCOPE
      The physical locations that the security operations program is responsible for. Examples include office locations, remote access, clients/vendors, etc.
    2. IT SYSTEMS
      The network systems that must be protected by the security operations program. Examples include fully owned systems, IaaS, PaaS, remotely hosted SaaS, etc.
    3. ORGANIZATIONAL SCOPE
      The business units, departments, or divisions that will be affected by the security operations program. Examples include user groups, departments, subsidiaries, etc.
    4. DATA SCOPE
      The data types that the business handles and the privacy/criticality level of each. Examples include top secret, confidential, private, public, etc.

    This also includes what is not within scope. For some outsourced services or locations you may not be responsible for security. For some business departments you may not have control of security processes. Ensure that it is made explicit at the outset, what will be included and what will be excluded from security considerations.

    Reference Info-Tech’s security strategy: goals, obligations, and scope activities

    Explicitly understanding how security aligns with the core business mission is critical for having a strategic plan and fulfilling the role of business enabler.

    Download and complete the information security goals, obligations and scope activities (Section 1.3) within the Info-Tech security strategy research publication. If previously completed, take the time to review your results.

    GOALS and OBLIGATIONS
    Proceed through each slide and brainstorm the ways that security operations supports business, customer, and compliance needs.

    Goals & Obligations
    Screenshots of slides from the information security goals, obligations and scope activities (Section 1.3) within the Info-Tech security strategy research publication.

    PROGRAM SCOPE & BOUNDARIES
    Assess your current organizational environment. Document current IT systems, critical data, physical environments, and departmental divisions.

    If a well-defined corporate strategy does not exist, these questions can help pinpoint objectives:

    • What is the message being delivered by the CEO?
    • What are the main themes of investments and projects?
    • What are the senior leaders measured on?
    Program Scope & Boundaries
    Screenshots of slides from the information security goals, obligations and scope activities (Section 1.3) within the Info-Tech security strategy research publication.

    INFO-TECH OPPORTUNITY

    For more information on how to complete the goals & obligations activity please reference Section 1.3 of Info-Tech’s Build an Information Security Strategy blueprint.

    Complete the Information Security Requirements Gathering Tool

    On tab 1. Goals and Obligations:
    • Document all business, customer, and compliance obligations. Ensure that each item is reflective of the over-arching business strategy and is not security focused.
    • In the second column, identify the corresponding security initiative that supports the obligation.
    Screenshot from tab 1 of Info-Tech's Information Security Requirements Gathering Tool. Columns are 'Business obligations', 'Security obligations to support the business (optional)', and 'Notes'.
    On tab 2. Scope and Boundaries:
    • Record all details for what is in and out of scope from physical, IT, organizational, and data perspectives.
    • Complete the affiliated columns for a comprehensive scope assessment.
    • As a discussion guide, refer to the considerations slides prior to this in phase 1.3.
    Screenshot from tab 2 of Info-Tech's Information Security Requirements Gathering Tool. Title is 'Physical Scope', Columns are 'Environment Name', 'Highest data criticality here', 'Is this in scope of the security strategy?', 'Are we accountable for security here?', and 'Notes'.
    For the purpose of this security operations initiative please IGNORE the risk tolerance activities on tab 3.

    Info-Tech Best Practice

    A common challenge for security leaders is expressing their initiatives in terms that are meaningful to business executives. This exercise helps make explicit the link between what the business cares about and what security is trying to do.

    Conduct a comprehensive security operations maturity assessment

    The following slides will walk you through the process below.

    Define your current and target state

    Self-assess your current security operations capabilities and determine your intended state.

    Create your gap initiatives

    Determine the operational processes that must be completed in order to achieve the target state.

    Prioritize your initiatives

    Define your prioritization criteria (cost, effort, alignment, security benefit) based on your organization

    Build a Gantt chart for your upcoming initiatives
    The final output will be a Gantt to action your prioritized initiatives

    Info-Tech Insight

    Progressive improvements provide the most value to IT and your organization. Leaping from pre-foundation to complete optimization is an ineffective goal. Systematic improvements to your security performance delivers value to your organization, each step along the way.

    Optimize your security operations workflow

    Info-Tech consulted various industry experts and consolidated their optimization advice.

    Dashboards: Centralized visibility, threat analytics, and orchestration enable faster threat detection with fewer resources.

    Adding more controls to a network never increases resiliency. Identify technological overlaps and eliminate unnecessary costs.

    Automation: There is shortfall in human capital in contrast to the required tools and processes. Automate the more trivial processes.

    SOCs with 900 employees are just as efficient as those with 35-40. There is an evident tipping point in marginal value.

    There are no plug-and-play technological solutions – each is accompanied by a growing pain and an affiliated human capital cost.

    Planning: Narrow the scope of operations to focus on protecting assets of value.

    Cross-train employees throughout different silos. Enable them to wear multiple hats.

    Practice: None of the processes happen in a vacuum. Make the most of tabletop exercises and other training exercises.

    Define appropriate use cases and explicitly state threat escalation protocol. Focus on automating the tier-1 analyst role.

    Self-assess your current-state capabilities and determine the appropriate target state

    1. Review:
    The heading in blue is the security domain, light blue is the subdomain and white is the specific control.
    2. Determine and Record:
    Ask participants to identify your organization’s current maturity level for each control. Next, determine a target maturity level that meets the requirements of the area (requirements should reflect the goals and obligations defined earlier).
    3.
    In small groups, have participants answer “what is required to achieve the target state?” Not all current/target state gaps will require additional description, explanation, or an associated imitative. You can generate one initiative that may apply to multiple line items.

    Screenshot of a table for assessing the current and target states of capabilities.

    Info-Tech Best Practice

    When customizing your gap initiatives consider your organizational requirements and scope while remaining realistic. Below is an example of lofty vs. realistic initiatives:
    Lofty: Perform thorough, manual security analysis. Realistic: Leverage our SIEM platform to perform more automated security analysis through the use of log information.

    Consolidate related gap initiatives to simplify and streamline your roadmap

    Identify areas of commonality between gap initiative in order to effectively and efficiently implement your new initiatives.

    Steps:
    1. After reviewing and documenting initiatives for each security control, begin sorting controls by commonality, where resources can be shared, or similar end goals and actions. Begin by copying all initiatives from tab 2. Current State Assessment into tab 5. Initiative List of the Security Operations Maturity Assessment Tool and then consolidating them.
    2. Initiatives Consolidated Initiatives
      Document data classification and handling in AUP —› Document data classification and handling in AUP Keep urgent or exceptional initiatives separate so they can be addressed appropriately.
      Document removable media in AUP —› Define and document an Acceptable Use Policy Other similar or related initiatives can be consolidated into one item.
      Document BYOD and mobile devices in AUP —›
      Document company assets in Acceptable Use Policy (AUP) —›

    3. Review grouped initiatives and identify specific initiatives should be broken out and defined separately.
    4. Record your consolidated gap initiatives in the Security Operations Maturity Assessment Tool, tab 6. Initiative Prioritization.

    Understand your organizational maturity gap

    After inputting your current and target scores and defining your gap initiatives in tab 2, review tab 3. Current Maturity and tab 4. Maturity Gap in Info-Tech’s Security Operations Maturity Assessment Tool.

    Automatically built charts and tables provide a clear visualization of your current maturity.

    Presenting these figures to stakeholders and management can help visually draw attention to high-priority areas and contextualize the gap initiatives for which you will be seeking support.

    Screenshot of tabs 3 and 4 from Info-Tech's Security Operations Maturity Assessment Tool. Bar charts titled 'Planning and Direction', 'Vulnerability Management', 'Threat Intelligence', and 'Security Maturity Level Gap Analysis'.

    Info-Tech Best Practice

    Communicate the value of future security projects to stakeholders by copying relevant charts and tables into an executive stakeholder communication presentation (ask an Info-Tech representative for further information).

    Define cost, effort, alignment, and security benefit

    Define low, medium, and high resource allocation, and other variables for your gap initiatives in the Concept of Operations Maturity Assessment Tool. These variables include:
    1. Define initial cost. One-time, upfront capital investments. The low cut-off would be a project that can be approved with little to no oversight. Whereas the high cut-off would be a project that requires a major approval or a formal capital investment request. Initial cost covers items such as appliance cost, installation, project based consulting fees, etc.
    2. Define ongoing cost. This includes any annually recurring operating expenses that are new budgetary costs, e.g. licensing or rental costs. Do not account for FTE employee costs. Generally speaking you can take 20-25% of initial cost as ongoing cost for maintenance and service.
    3. Define initial staffing in hours. This is total time in hours required to complete a project. Note: It is not total elapsed time, but dedicated time. Consider time required to research, document, implement, review, set up, fine tune, etc. Consider all staff hours required (2 staff at 8 hours means 16 hours total).
    4. Define ongoing staffing in hours. This is the ongoing average hours per week required to support that initiative. This covers all operations, maintenance, review, and support for the initiative. Some initiatives will have a week time commitment (e.g. perform a vulnerability scan using our tool once a week) versus others that may have monthly, quarterly, or annual time commitments that need to averaged out per week (e.g. perform annual security review requiring 0.4 hours/week (20 hours total based on 50 working weeks per year).
    Table relating the four definitions on the left, 'Initial Cost', 'Ongoing Cost (annual)', 'Initial Staffing in Hours', and 'Ongoing Staffing in Hours/Week'. Each row header is a definition and has four sub-rows 'High', 'Medium', 'Low', and 'Zero'.

    Info-Tech Best Practice

    When considering these parameters, aim to use already existing resource allocations.

    For example, if there is a dollar value that would require you to seek approval for an expense, this might be the difference between a medium and a high cost category.

    Define cost, effort, alignment, and security benefit

    1. Define Alignment with Business. This variable is meant to capture how well the gap initiative aligns with organizational goals and objectives. For example, something with high alignment usually can be tied to a specific organization initiative and will receive senior management support. You can either:
      • Set low, medium, and high based on levels of support the organization will provide (e.g. High – senior management support, Medium – VP/business unit head support, IT support only)
      • Attribute specific corporate goals or initiatives to the gap initiative (e.g. High – directly supports a customer requirement/key contract requirement; Medium – indirectly support customer requirement/key contract OR enables remote workforce; Low – security best practice).
    2. Define Security Benefit. This variable is meant to capture the relative security benefit or risk reduction being provided by the gap initiative. This can be represented through a variety of factors, such as:
      • Reduces compliance or regulatory risk by meeting a control requirement
      • Reduces availability and operational risk
      • Implements a non-existent control
      • Secures high-criticality data
      • Secures at-risk end users
    Table relating the two definitions on the left, 'Alignment with Business', and 'Security Benefit'. Each row header is a definition and has three sub-rows 'High', 'Medium', and 'Low'.

    Info-Tech Best Practice

    Make sure you consider the value of AND/OR. For either alignment with business or security benefit, the use of AND/OR can become useful thresholds to rank similar importance but different value initiatives.

    Example: with alignment with business, an initiative can indirectly support a key compliance requirement OR meet a key corporate goal.

    Info-Tech Insight

    You cannot do everything – and you probably wouldn’t want to. Make educated decisions about which projects are most important and why.

    Apply your variable criteria to your initiatives

    Identify easy-win tasks and high-value projects worth fighting for.
    Categorize the Initiative
    Select the gap initiative type from the down list. Each category (Must, Should, Could, and Won’t) is considered to be an “execution wave.” There is also a specific order of operations within each wave. Based on dependencies and order of importance, you will execute on some “must-do” items before others.
    Assign Criteria
    For each gap initiative, evaluate it based on your previously defined parameters for each variable.
    • Cost – initial and ongoing
    • Staffing – initial and ongoing
    • Alignment with business
    • Security benefit
    Overall Cost/Effort Rating
    An automatically generated score between 0 and 12. The higher the score attached to the initiative, the more effort required. The must-do, low-scoring items are quick wins and must be prioritized first.
    Screenshot of a table from Info-Tech's Concept of Operations Maturity Assessment Tool with all of the previous table row headers as column headers.

    A financial services organization defined its target security state and created an execution plan

    CASE STUDY
    Industry: Financial Services | Source: Info-Tech Research Group
    Framework Components
    Security Domains & Accompanied Initiatives
    (A portion of completed domains and initiatives)
    CSC began by creating over 100 gap initiatives across Info-Tech’s seven security domains.
    Current-State Assessment Context & Leadership Compliance, Audit & Review Security Prevention
    Gap Initiatives Created 12
    Initiatives
    14
    Initiatives
    45
    Initiatives
    Gap Initiative Prioritization
    Planned Initiative(s)* Initial Cost Ongoing Cost Initial Staffing Ongoing Staffing
    Document Charter Low - ‹$5K Low - ‹$1K Low - ‹1d Low - ‹2 Hour
    Document RACI Low - ‹$5K Low - ‹$1K Low - ‹1d Low - ‹2 Hour
    Expand IR processes Medium - $5K-$50K Low - ‹$1K High - ›2w Low - ‹2 Hour
    Investigate Threat Intel Low - ‹$5K Low - ‹$1K Medium - 1-10d Low - ‹2 Hour
    CSC’s defined low, medium, and high for cost and staffing are specific to the organization.

    CSC then consolidated its initiatives to create less than 60 concise tasks.

    *Initiatives and variables have been changed or modified to maintain anonymity

    Review your prioritized security roadmap

    Review the final Gantt chart to review the expected start and end dates for your security initiatives as part of your roadmap.

    In the Gantt chart, go through each wave in sequence and determine the planned start date and planned duration for each gap initiative. As you populate the planned start dates, take into consideration the resource constraints or dependencies for each project. Go back and revise the granular execution wave to resolve any conflicts you find.

    Screenshot of a 'Gantt Chart for Initiatives', a table with planned and actual start times and durations for each initiative, and beside it a roadmap with the dates from the Gantt chart plugged in.
    Review considerations
    • Does this roadmap make sense for our organization?
    • Do we focus too much on one quarter over others?
    • Will the business be going through any significant changes during the upcoming years that will directly impact this project?
    This is a living management document
    • You can use the same process on a per-case basis to decide where this new project falls in the priority list, and then add it to your Gantt chart.
    • As you make progress, check items off of the list, and periodically use this chart to retroactively update your progress towards achieving your overall target state.

    Consult an Info-Tech Analyst

    To accelerate this project, engage your IT team in an Info-Tech workshop with an Info-Tech analyst team.
    Onsite workshops offer an easy way to accelerate your project. If a Guided Implementation isn’t enough, we offer low-cost onsite delivery of our project workshops. We take you through every phase of your project and ensure that you have a roadmap in place to successfully complete your project.
    Photo of TJ Minichillo, Senior Director – Security, Risk & Compliance, Info-Tech Research Group. TJ Minichillo
    Senior Director – Security, Risk & Compliance
    Info-Tech Research Group
    Edward Gray, Consulting Analyst – Security, Risk & Compliance, Info-Tech Research Group. Edward Gray
    Consulting Analyst – Security, Risk & Compliance
    Info-Tech Research Group
    Photo of Celine Gravelines, Research Manager – Security, Risk & Compliance, Info-Tech Research Group. Celine Gravelines
    Research Manager – Security, Risk & Compliance
    Info-Tech Research Group
    If you are not communicating, then you are not secure.

    Call 1-888-670-8889 or email workshops@infotech.com for more information.

    Are you ready to move on to the next phase?

    Self-Assessment Questions

    • Have you identified your organization’s corporate goals along with your obligations?
    • Have you defined the scope and boundaries of your security program?
    • Have you determined your organization’s risk tolerance level?
    • Have you considered threat types your organization may face?
    • Are the above answers documented in the Security Requirements Gathering Tool?
    • Have you defined your maturity for both your current and target state?
    • Do you have clearly defined initiatives that would bridge the gap between your current and target state?
    • Are each of the initiatives independent, specific, and relevant to the associated control?
    • Have you indicated any dependencies between your initiatives?
    • Have you consolidated your gap initiatives?
    • Have you defined the parameters for each of the prioritization variables (cost, effort, alignment, and security benefit)?
    • Have you applied prioritization parameters to each consolidated initiative?
    • Have you recorded your final prioritized roadmap in the Gantt chart tab?
    • Have you reviewed your final Gantt chart to ensure it aligns to your security requirements?

    If you answered “yes” to the questions, then you are ready to move on to Phase 3: Define Operational Interdependencies

    Develop a Security Operations Strategy

    PHASE 3

    Define Operational Interdependencies

    1

    Assess Operational Requirements

    2

    Develop Maturity Initiatives

    3

    Define Interdependencies

    This step will walk you through the following activities:

    • Understand the current security operations process flow.
    • Define the security operations stakeholders and their respective deliverables.
    • Formalize an internal information sharing and collaboration plan.

    Outcomes of this step

    • A formalized security operations interaction agreement.
    • A security operations service and product catalog.
    • A structured operations collection plan.

    Info-Tech Insight

    If you are not communicating, you are not secure. Collaboration eliminates siloed decisions by connecting people, processes, and technologies. You leave less room for error, consume fewer resources, and improve operational efficiency with a transparent security operations process.

    Tie everything together with collaboration

    If you are not communicating, you are not secure. Collaboration eliminates siloed decisions by connecting people, processes, and technologies. You leave less room for error, consume fewer resources, and improve operational efficiency with a transparent security operations process.

    Define Strategic Needs and Requirements Participate in Information Sharing Communicate Clearly
    • Establish a channel to communicate management needs and requirements and define important workflow activities. Focus on operationalizing those components.
    • Establish a feedback loop to ensure your actions satisfied management’s criteria.
    • Consolidate critical security data within a centralized portal that is accessible throughout the threat collaboration environment, reducing the human capital resources required to manage that data.
    • Participate in external information sharing groups such as ISACs. Intelligence collaboration allows organizations to band together to decrease risk and protect one another from threat actors.
    • Disseminate relevant information in clear and succinct alerts, reports, or briefings.
    • Security operations analysts must be able to translate important technical security issues and provide in-depth strategic insights.
    • Define your audience before presenting information; various stakeholders will interpret information differently. You must present it in a format that appeals to their interests.
    • Be transparent in your communications. Holding back information will only serve to alienate groups and hinder critical business decisions.

    Info-Tech Best Practice

    Simple collaborative activities, such as a biweekly meeting, can unite prevention, detection, analysis, and response teams to help prevent siloed decision making.

    Understand the security operations process flow

    Process standardization and automation is critical to the effectiveness of security operations.

    Process flow for security operations with column headers 'Monitoring', 'Preliminary Analysis (Tier 1)', 'Triage', 'Investigation & Analysis (Tier 2)', 'Response', and 'Advanced Threat Detection (Tier 3)'. All processes begin with elements in the 'Monitoring' column and end up at 'Visualization & Dashboarding'.

    Document your security operations’ capabilities and tasks

    Table of capabilities and tasks for security operations.
    Document your security operations’ functional capabilities and operational tasks to satisfy each capability. What resources will you leverage to complete the specific task/capability? Identify your internal and external collection sources to satisfy the individual requirement. Identify the affiliated product, service, or output generated from the task/capability. Determine your escalation protocol. Who are the stakeholders you will be sharing this information with?
    Capabilities

    The major responsibilities of a specific function. These are the high-level processes that are expected to be completed by the affiliated employees and/or stakeholders.

    Tasks

    The specific and granular tasks that need to be completed in order to satisfy a portion of or the entire capability.

    Download Info-Tech’s Security Operations RACI Chart & Program Plan.

    Convert your results into actionable process flowcharts

    Map each functional task or capability into a visual process-flow diagram.

    • The title should reflect the respective capability and product output.
    • List all involved stakeholders (inputs and threat escalation protocol) along the left side.
    • Ensure all relevant security control inputs are documented within the body of the process-flow diagram.
    • Map out the respective processes in order to achieve the desired outcome.
    • Segment each process within its own icon and tie that back to the respective input.
    Example of a process flow made with sticky notes.

    Title: Output #1 Example of a process flow diagram with columns 'Stakeholders', 'Input Processes', 'Output Processes', and 'Threat Escalation Protocol'. Processes are mapped by which stakeholder and column they fall to.

    Download Info-Tech’s Security Operations RACI Chart & Program Plan.

    Formalize the opportunities for collaboration within your security operations program

    Security Operations Collaboration Plan

    Security operations provides a single pane of glass through which the threat collaboration environment can manage its operations.

    How to customize

    The security operations interaction agreement identifies opportunities for optimization through collaboration and cross-training. The document is composed of several components:

    • Security operations program scope and objectives
    • Operational capabilities and outputs on a per function basis
    • A needs and requirements collection plan
    • Escalation protocol and respective information-sharing guidance (i.e. a detailed cadence schedule)
    • A security operations RACI chart
    Sample of Info-Tech's Security Operations Collaboration Plan.

    Info-Tech Best Practice

    Understand the operational cut-off points. While collaboration is encouraged, understand when the onus shifts to the rest of the threat collaboration environment.

    Assign responsibilities for the threat management process

    Security Operations RACI Chart & Program Plan

    Formally documenting roles and responsibilities helps to hold those accountable and creates awareness as to everyone’s involvement in various tasks.

    How to customize
    • Customize the header fields with applicable stakeholders.
    • Identify stakeholders that are:
      • Responsible: The person(s) who does the work to accomplish the activity; they have been tasked with completing the activity and/or getting a decision made.
      • Accountable: The person(s) who is accountable for the completion of the activity. Ideally, this is a single person and is often an executive or program sponsor.
      • Consulted: The person(s) who provides information. This is usually several people, typically called subject matter experts (SMEs).
      • Informed: The person(s) who is updated on progress. These are resources that are affected by the outcome of the activities and need to be kept up to date.
    Sample of Info-Tech's Security Operations Collaboration Plan.

    Download Info-Tech’s Security Operations RACI Chart & Program Plan.

    Identify security operations consumers and their respective needs and requirements

    Ensure your security operations program is constantly working toward satisfying a consumer need or requirement.

    Internal Consumers External Consumers
    • Business Executives & Management (CIO, CISO, COO):
      • Inform business decisions regarding threats and their association with future financial risk, reputational risk, and continuity of operations.
    • Human Resources:
      • Security operations must directly work with HR to enforce tight device controls, develop processes, and set expectations.
    • Legal:
      • Security operations is responsible to notify the legal department of data breaches and the appropriate course of action.
    • Audit and Compliance:
      • Work with the auditing department to define additional audits or controls that must be measured.
    • Public Relations/Marketing Employees:
      • Employees must be educated on prevalent threats and how to avoid or mitigate them.

    Note: Your organization might not be the final target, but it could be a primary path for attackers. If you exist as a third-party partner to another organization, your responsibility in your technology ecosystem extends beyond your own product or service offerings.

    • Third-Party Contractors:
      • Identify relevant threats across industries – security operations is responsible for protecting more than just itself.
    • Commercial Vendors:
      • Identify commercial vendors of control failures and opportunities for operational improvement.
    • Suppliers:
      • Provide or maintain a certain level of security delivery.
      • Meet the same level of security that is expected of business units.
    • All End Users:
      • Be notified of any data breaches and potential violations of privacy.

    Info-Tech Best Practice

    “In order to support a healthy constituency, network operations and security operations should be viewed as equal partners, rather than one subordinate to the other.” (Mitre world-class CISO)

    Define the stakeholders, their respective outputs, and the underlying need

    Security Operations Program Service & Product Catalog

    Create an informal security operations program service and product catalog. Work your way backwards – map each deliverable to the respective stakeholders and functions.

    Action/Output Arrow pointing right. Frequency Arrow pointing right. Stakeholders/Function
    Document the key services and outputs produced by the security operations program. For example:
    • Real-time monitoring
    • Event analysis and incident coordination
    • Malware analysis
    • External information sharing
    • Published alerts, reports, and briefings
    • Metrics
    Define the frequency for which each deliverable or service is produced or conducted. Leverage this activity to establish a state of accountability within your threat collaboration environment. Identify the stakeholders or groups affiliated with each output. Remember to include potential MSSPs.
    • Vulnerability Management
    • Threat Intelligence
    • Tier 1, 2, and 3 Analysts
    • Incident Response
    • MSSP
    • Network Operations
    Remember to include any target-state outputs or services identified in the maturity assessment. Use this exercise as an opportunity to organize your security operations outputs and services.

    Info-Tech Best Practice

    Develop a central web/knowledge portal that is easily accessible throughout the threat collaboration environment.

    Internal information sharing helps to focus operational efforts

    Organizations must share information internally and through secure external information sharing and analysis centers (ISACs).

    Ensure information is shared in a format that relates to the particular end user. Internal consumers fall into two categories:

    • Strategic Users — Intelligence enables strategic stakeholders to better understand security trends, minimize risk, and make more educated and informed decisions. The strategic intelligence user often lacks technical security knowledge; bridge the communication gap between security and non-technical decision makers by clearly communicating the underlying value and benefits.
    • Operational Users — Operational users integrate information and indicators directly into their daily operations and as a result have more in-depth knowledge of the technical terms. Reports help to identify escalated alerts that are part of a bigger campaign, provide attribution and context to attacks, identify systems that have been compromised, block malicious URLs or malware signatures in firewalls, IDPS systems, and other gateway products, identify patches, reduce the number of incidents, etc.
    Collaboration includes the exchange of:
    • Contextualized threat indicators, threat actors, TTPs, and campaigns.
    • Attribution of the attack, motives of the attacker, victim profiles, and frequent exploits.
    • Defensive and mitigation strategies.
    • Best-practice incident response procedures.
    • Technical tools to help normalize threat intelligence formats or decode malicious network traffic.
    Collaboration can be achieved through:
    • Manual unstructured exchanges such as alerts, reports, briefings, knowledge portals, or emails.
    • Automated centralized platforms that allow users to privately upload, aggregate, and vet threat intelligence. Current players include commercial, government, and open-source information-sharing and analysis centers.
    Isolation prevents businesses from learning from each others’ mistakes and/or successes.

    Define the routine of your security operations program in a detailed cadence schedule

    Security Operations Program Cadence Schedule Template

    Design your meetings around your security operations program’s outputs and capabilities

    How to customize

    Don’t operate in a silo. Formalize a cadence schedule to develop a state of accountability, share information across the organization, and discuss relevant trends. A detailed cadence schedule should include the following:

    • Activity, output, or topic being discussed.
    • Participants and stakeholders involved.
    • Value and purpose of meeting.
    • Duration and frequency of each meeting.
    • Investment per participant per meeting.
    Sample of Info-Tech's Security Operations Program Cadence Schedule Template.

    Info-Tech Best Practice

    Schedule regular meetings composed of key members from different working groups to discuss concerns, share goals, and communicate operational processes pertaining to their specific roles.

    Apply a strategic lens to your security operations program

    Frame the importance of optimizing the security operations program to align with that of the decision makers’ overarching strategy.

    Strategies
    1. Bridge the communication gap between security and non-technical decision makers. Communicate concisely in business-friendly terms.
    2. Quantify the ROI for the given project.
    3. Educate stakeholders – if stakeholders do not understand what a security operations program encompasses, it will be hard for them to champion the initiative.
    4. Communicate the implications, value, and benefits of a security operations program.
    5. Frame the opportunity as a competitive advantage, e.g. proactive security measures as a client acquisition strategy.
    6. Address the increasing prevalence of threat actors. Use objective data to demonstrate the impact, e.g. through case studies, recent media headlines, or statistics.

    Defensive Strategy diagram with columns 'Adversaries', 'Defenses', 'Assets', and priority level.
    (Source: iSIGHT, “ Definitive Guide to Threat Intelligence”)

    Info-Tech Best Practice

    Refrain from using scare tactics such as fear, uncertainty, and doubt (FUD). While this may be a short-term solution, it limits the longevity of your operations as senior management is not truly invested in the initiative.

    Example: Align your strategic needs with that of management.

    Identify assets of value, current weak security measures, and potential adversaries. Demonstrate how an optimized security operations program can mitigate those threats.

    Develop a comprehensive measurement program to evaluate the effectiveness of your security operations

    There are three types of metrics pertaining to security operations:

    1) Operations-focused

    Operations-focused metrics are typically communicated through a centralized visualization such as a dashboard. These metrics guide operational efforts, identifying operational and control weak points while ensuring the appropriate actions are taken to fix them.

    Examples include, but are not limited to:

    • Ticketing metrics (e.g. average ticket resolution rate, ticketing status, number of tickets per queue/analyst).
    • False positive percentage per control.
    • Incident response metrics (e.g. mean time to recovery).
    • CVSS scores per vulnerability.

    2) Business-focused

    The evaluation of operational success from a business perspective.

    Example metrics include:

    • Return on investment.
    • Total cost of ownership (can be segregated by function: prevent, detect, analyze, and respond).
    • Saved costs from mitigated breaches.
    • Security operations budget as a percentage of the IT budget.

    3) Initiative-focused

    The measurement of security operations project progress. These are frequently represented as time, resource, or cost-based metrics.

    Note: Remember to measure end-user feedback. Asking stakeholders about their current expectations via a formal survey is the most effective way to kick-start the continuous improvement process.

    Info-Tech Best Practice

    Operational metrics have limited value beyond security operations – when communicating to management, focus on metrics that are actionable from a business perspective.

    Download Info-Tech’s Security Operations Metrics Summary Document.Sample of Info-Tech's Security Operations Metrics Summary Document.

    Identify the triggers for continual improvement

    Continual Improvement

    • Audits: Check for performance requirements in order to pass major audits.
    • Assessments: Variances in efficiency or effectiveness of metrics when compared to the industry standard.
    • Process maturity: Opportunity to increase efficiency of services and processes.
    • Management reviews: Routine reviews that reveal gaps.
    • Technology advances: For example, new security architecture/controls have been released.
    • Regulations: Compliance to new or changed regulations.
    • New staff or technology: Disruptive technology or new skills that allow for improvement.

    Conduct tabletop exercises with Info-Tech’s onsite workshop

    Assess your security operations capabilities

    Leverage Info-Tech’s Security Operations Tabletop Exercise to guide simulations to validate your operational procedures.

    How to customize
    • Use the templates to document actions and actors.
    • For each new injection, spend three minutes discussing the response as a group. Then spend two minutes documenting each role’s contribution to the response. After the time limit, proceed to the following injection scenario.
    • Review the responses only after completing the entire exercise.
    Sample of Info-Tech's Security Operations Tabletop Exercise.

    This tabletop exercise is available through an onsite workshop as we can help establish and design a tabletop capability for your organization.

    Are you ready to implement your security operations program?

    Self-Assessment Questions

    • Is there a formalized security operations collaboration plan?
    • Are all key stakeholders documented and acknowledged?
    • Have you defined your strategic needs and requirements in a formalized collection plan?
    • Is there an established channel for management to communicate needs and requirements to the security operation leaders?
    • Are all program outputs documented and communicated?
    • Is there an accessible, centralized portal or dashboard that actively aggregates and communicates key information?
    • Is there a formalized threat escalation protocol in order to facilitate both internal and external information sharing?
    • Does your organization actively participate in external information sharing through the use of ISACs?
    • Does your organization actively produce reports, alerts, products, etc. that feed into and influence the output of other functions’ operations?
    • Have you assigned program responsibilities in a detailed RACI chart?
    • Is there a structured cadence schedule for key stakeholders to actively communicate and share information?
    • Have you developed a structured measurement program on a per function basis?
    • Now that you have constructed your ideal security operations program strategy, revisit the question “Are you answering all of your objectives?”

    If you answered “yes” to the questions, then you are ready to implement your security operations program.

    Summary

    Insights

    1. 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.
    2. Functional threat intelligence is a prerequisite for effective security operations – without it, security operations will be inefficient and redundant. Eliminate false positives by contextualizing threat data, aligning intelligence with business objectives, and building processes to satisfy those objectives
    3. If you are not communicating, then you are not secure. Collaboration eliminates siloed decisions by connecting people, processes, and technologies. You leave less room for error, consume fewer resources, and improve operational efficiency with a transparent security operations process.

    Best Practices

    • Have a structured plan of attack. Define your unique threat landscape, as well as business, regulatory, and consumer obligations.
    • Foster both internal and external collaboration.
    • Understand the operational cut-off points. While collaboration is encouraged, understand when the onus shifts to the rest of the threat collaboration environment.
    • Do not bite off more than you can chew. Identify current people, processes, and technologies that satisfy immediate problems and enable future expansion.
    • Leverage threat intelligence to create a predictive and proactive security operations analysis process.
    • Formalize escalation procedures with logic and incident management flow.
    • Don’t develop a security operations program with the objective of zero incidents. This reliance on prevention results in over-engineered security solutions that cost more than the assets being protected.
    • Ensure that information flows freely throughout the threat collaboration environment – each function should serve to feed and enhance the next.
    • Develop a central web/knowledge portal that is easily accessible throughout the threat collaboration environment
    Protect your organization with an interdependent and collaborative security operations program.

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    Select an ERP Implementation Partner

    • Buy Link or Shortcode: {j2store}591|cart{/j2store}
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    • Parent Category Name: Enterprise Resource Planning
    • Parent Category Link: /enterprise-resource-planning
    • Enterprise application implementations are complex, and their success is critical to business operations.
    • Selecting the right software implementation partner is as important for the success of the ERP initiative as selecting the right software.
    • System implementation often thrusts the product into the spotlight, with the implementation partner being an afterthought, and all too often organizational needs are ignored altogether.

    Our Advice

    Critical Insight

    • ERP implementation is not a one-and-done exercise. Most often it is the start of a multi-year working relationship between the software vendor or systems integrator and your organization. Take the time to find the right fit to ensure success.
    • The conventional approach to ERP implementation partner selection puts the ERP vendor and systems integrators in the driver's seat with little regard to your specific needs as an organization. You need to take an eyes-wide-open approach to your organization’s strengths and weaknesses to properly select and manage the implementation partner relationship.
    • Self-assessment is the critical first step in a successful implementation. Every organization has a unique combination of critical success factors (CSFs) that will be required to unlock the potential of their ERP. You must find the right partner or partners whose strengths complement your weaknesses to ensure your success.
    • Before you start knocking on vendors’ doors, ensure you have a holistic request that encompasses the strategic, tactical, operational, and commodity factors required for the success of your ERP implementation.

    Impact and Result

    • Use Info-Tech’s implementation partner selection process to find the right fit for your organization.
    • Understand the enterprise application CSFs and determine the unique requirements of your organization through this lens.
    • Define your implementation partner requirements separately from your software requirements and allow vendors to respond to those specifically.
    • Use our assessment tools to score and assess the CSFs required to select the right software implementation partners.

    Select an ERP Implementation Partner Research & Tools

    Start here – read the Executive Brief

    Read our concise Executive Brief to find out why you should focus on selecting the right implementation partner, 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 your strategic needs

    Review the CSFs that are of strategic importance. Evaluating the gaps in your organization's capabilities enables you to choose a partner that can properly support you in your project.

    • Select an ERP Implementation Partner Workbook

    2. Review your tactical, commodity, and operational needs

    Review the CSFs that are of tactical, commodity, and operational importance. Evaluating the gaps in your organization's capabilities enables you to choose a partner that can properly support you in your project.

    3. Build your RFx and evaluate the responses

    Review your RFx and build an initial list of vendor/implementors to reach out to. Finally, build your evaluation checklist to rate the incoming responses.

    • Short-Form RFP Template
    • Long-Form RFP Template
    • Lean RFP Template
    • Supplementary RFx Material
    • RFx Vendor Evaluation Tool
    [infographic]

    Workshop: Select an ERP Implementation Partner

    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 Organizational Strategic Needs

    The Purpose

    Review the critical success factors that are of strategic importance. Evaluating the gaps in your organization's capabilities enables you to choose a partner that can properly support you in your project.

    Key Benefits Achieved

    ERP strategy model defined

    Strategic needs identified

    Activities

    1.1 Review the business context.

    1.2 Build your ERP strategy model.

    1.3 Assess your strategic needs.

    Outputs

    ERP strategy model

    ERP strategy model

    Strategic needs analysis

    2 Review Your Tactical, Commodity, and Operational Needs

    The Purpose

    Review the critical success factors that are of tactical, commodity, and operational importance. Evaluating the gaps in your organization's capabilities enables you to choose a partner that can properly support you in your project.

    Key Benefits Achieved

    Tactical, commodity, and operational needs identified

    Activities

    2.1 Assess your tactical needs.

    2.2 Assess your commodity needs.

    2.3 Assess your operational needs.

    Outputs

    Tactical needs analysis

    Commodity needs analysis

    Operational needs analysis

    3 Build Your RFx

    The Purpose

    Review your RFx and build an initial list of vendor/implementors to reach out to. Finally, build your evaluation checklist to rate the incoming responses.

    Key Benefits Achieved

    Draft RFI or RFP

    Target vendor list

    Activities

    3.1 Decide on an RFI or RFP.

    3.2 Complete the RFx with the needs analysis.

    3.3 Build a list of targeted vendors

    Outputs

    Draft RFI or RFP

    Draft RFI or RFP

    Target vendor list

    4 Evaluate Vendors

    The Purpose

    Build a scoring template for use in vendor evaluation to ensure consistent comparison criteria are used.

    Key Benefits Achieved

    A consistent and efficient evaluation process

    Activities

    4.1 Assign weightings to the evaluation criteria.

    4.2 Run a vendor evaluation simulation to validate the process.

    Outputs

    Completed partner evaluation tool

    Measure IT Project Value

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    • Parent Category Name: Portfolio Management
    • Parent Category Link: /portfolio-management
    • People treat benefits as a box to tick on the business case, deflating or inflating them to facilitate project approval.
    • Even if benefits are properly defined, they are usually forgotten once the project is underway.
    • Subsequent changes to project scope may impact the viability of the project’s business benefits, resulting in solutions that do not deliver expected value.

    Our Advice

    Critical Insight

    • It is rare for project teams or sponsors to be held accountable for managing and/or measuring benefits. The assumption is often that no one will ask if benefits have been realized after the project is closed.
    • The focus is largely on the project’s schedule, budget, and scope, with little attention paid to the value that the project is meant to deliver to the organization.
    • Without an objective stakeholder to hold people accountable for defining benefits and demonstrating their delivery, benefits will continue to be treated as red tape.
    • Sponsors will not take the time to define benefits properly, if at all. The project team will not take the time to ensure they are still achievable as the project progresses. When the project is complete, no one will investigate actual project success.

    Impact and Result

    • The project sponsor and business unit leaders must own project benefits; IT is only accountable for delivering the solution.
    • IT can play a key role in this process by establishing and supporting a benefits realization process. They can help business unit leaders and sponsors define benefits properly, identify meaningful metrics, and report on benefits realization effectively.
    • The project management office is ideally suited to facilitate this process by providing tools and templates, and a consistent and comparable view across projects.
    • Project managers are accountable for delivering the project, not for delivering the benefits of the project itself. However, they must ensure that changes to project scope are assessed for impact on benefits viability.

    Measure IT Project Value Research & Tools

    Start here – read the Executive Brief

    Read our concise Executive Brief to find out why you should establish a benefits legitimacy practice, 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. Establish benefits legitimacy during portfolio Intake

    This phase will help you define a benefits management process to help support effective benefits definition during portfolio intake.

    • Deliver Project Value With a Benefits Legitimacy Initiative – Phase 1: Establish Benefits Legitimacy During Portfolio Intake
    • Project Sponsor Role Description Template
    • Benefits Commitment Form Template
    • Right-Sized Business Case Template

    2. Maintain benefits legitimacy throughout project planning and execution

    This phase will help you define a process for effective benefits management during project planning and the execution intake phase.

    • Deliver Project Value With a Benefits Legitimacy Initiative – Phase 2: Maintain Benefits Legitimacy Throughout Project Planning and Execution
    • Project Benefits Documentation Workbook
    • Benefits Legitimacy Workflow Template (PDF)
    • Benefits Legitimacy Workflow Template (Visio)

    3. Close the deal on project benefits

    This phase will help you define a process for effectively tracking and reporting on benefits realization post-project.

    • Deliver Project Value With a Benefits Legitimacy Initiative – Phase 3: Close the Deal on Project Benefits
    • Portfolio Benefits Tracking Tool
    • Benefits Lag Report Template
    • Benefits Legitimacy Handbook Template
    [infographic]

    Workshop: Measure IT Project Value

    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 Analyze the Current State of Benefits Management

    The Purpose

    Assess the current state of benefits management at your organization and establish a realistic target state.

    Establish project and portfolio baselines for benefits management.

    Key Benefits Achieved

    Set achievable workshop goals and align stakeholder expectations.

    Establish a solid foundation for benefits management success.

    Activities

    1.1 Introductions and overview.

    1.2 Discuss attendee expectations and goals.

    1.3 Complete Info-Tech’s PPM Current State Scorecard.

    1.4 Perform right-wrong-confusing-missing analysis.

    1.5 Define target state for benefits management.

    1.6 Refine project levels.

    Outputs

    Info-Tech’s PPM Current State Scorecard report

    Right-wrong-confusing-missing analysis

    Stakeholder alignment around workshop goals and target state

    Info-Tech’s Project Intake Classification Matrix

    2 Establish Benefits Legitimacy During Portfolio Intake

    The Purpose

    Establish organizationally specific benefit metrics and KPIs.

    Develop clear roles and accountabilities for benefits management.

    Key Benefits Achieved

    An articulation of project benefits and measurements.

    Clear checkpoints for benefits communication during the project are defined.

    Activities

    2.1 Map the current portfolio intake process.

    2.2 Establish project sponsor responsibilities and accountabilities for benefits management.

    2.3 Develop organizationally specific benefit metrics and KPIs.

    2.4 Integrate intake legitimacy into portfolio intake processes.

    Outputs

    Info-Tech’s Project Sponsor Role Description Template

    Info-Tech’s Benefits Commitment Form Template

    Intake legitimacy process flow and RASCI chart

    Intake legitimacy SOP

    3 Maintain Benefits Legitimacy Throughout Project Planning and Execution

    The Purpose

    Develop a customized SOP for benefits management during project planning and execution.

    Key Benefits Achieved

    Ensure that all changes to the project have been recorded and benefits have been updated in preparation for deployment.

    Updated benefits expectations are included in the final sign-off package.

    Activities

    3.1 Map current project management process and audit project management documentation.

    3.2 Identify appropriate benefits control points.

    3.3 Customize project management documentation to integrate benefits.

    3.4 Develop a deployment legitimacy process flow.

    Outputs

    Customized project management toolkit

    Info-Tech’s Project Benefits Documentation Workbook

    Deployment of legitimacy process flow and RASCI chart

    Deployment of legitimacy SOP

    4 Close the Deal on Project Benefits

    The Purpose

    Develop a post-project benefits realization process.

    Key Benefits Achieved

    Clear project sponsorship accountabilities for post-project benefits tracking and reporting.

    A portfolio level benefits tracking tool for reporting on benefits attainment.

    Activities

    4.1 Identify appropriate benefits control points in the post-project process.

    4.2 Configure Info-Tech’s Portfolio Benefits Tracking Tool.

    4.3 Define a post-project benefits reporting process.

    4.4 Formalize protocol for reporting on, and course correcting, benefit lags.

    4.5 Develop a post-project legitimacy process flow.

    Outputs

    Info-Tech’s Portfolio Benefits Tracking Tool

    Post-Project legitimacy process flow and RASCI chart

    Post-Project Legitimacy SOP

    Info-Tech’s Benefits Legitimacy Handbook

    Info-Tech’s Benefits Legitimacy Workflow Template

    Capture and Market the ROI of Your VMO

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    • Parent Category Name: Vendor Management
    • Parent Category Link: /vendor-management
    • All IT organizations are dependent on their vendors for technology products, services, and solutions to support critical business functions.
    • Measuring the impact of and establishing goals for the vendor management office (VMO) to maximize its effectiveness requires an objective and quantitative approach whenever possible.
    • Sharing the VMO’s impact internally is a balancing act between demonstrating value and self-promotion.

    Our Advice

    Critical Insight

    • The return on investment (ROI) calculation for your VMO must be customized. The ROI components selected must match your VMO ROI maturity, resources, and roadmap. There is no one-size-fits-all approach to calculating VMO ROI.
    • ROI contributions come from many areas and sources. To maximize the VMO’s ROI, look outside the traditional framework of savings and cost avoidance to vendor-facing interactions and the impact the VMO has on internal departments.

    Impact and Result

    • Quantifying the contributions of the VMO takes the guess work out of whether the VMO is performing adequately.
    • Taking a comprehensive approach to measuring the value created by the VMO and the ROI associated with it will help the organization appreciate the importance of the VMO.
    • Establishing goals for the VMO with the help of the executives and key stakeholders ensures that the VMO is supporting the needs of the entire organization.

    Capture and Market the ROI of Your VMO Research & Tools

    Start here – read the Executive Brief

    Read our concise Executive Brief to find out why you should calculate and market internally your VMO’s ROI, 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. Get organized

    Begin the process by identifying your VMO’s ROI maturity level and which calculation components are most appropriate for your situation.

    • Capture and Market the ROI of the VMO – Phase 1: Get Organized
    • VMO ROI Maturity Assessment Tool
    • VMO ROI Calculator and Tracker
    • VMO ROI Data Source Inventory and Evaluation Tool
    • VMO ROI Summary Template

    2. Establish baseline

    Set measurement baselines and goals for the next measurement cycle.

    • Capture and Market the ROI of the VMO – Phase 2: Establish Baseline
    • VMO ROI Baseline and Goals Tool

    3. Measure and monitor results

    Measure the VMO's ROI and value created by the VMO’s efforts and the overall internal satisfaction with the VMO.

    • Capture and Market the ROI of the VMO – Phase 3: Measure and Monitor Results
    • RFP Cost Estimator
    • Improvements in Working Capital Estimator
    • Risk Estimator
    • General Process Cost Estimator and Delta Estimator
    • VMO Internal Client Satisfaction Survey
    • Vendor Security Questionnaire
    • Value Creation Worksheet
    • Deal Summary Report Template

    4. Report results

    Report the results to key stakeholders and executives in a way that demonstrates the value added by the VMO to the entire organization.

    • Capture and Market the ROI of the VMO – Phase 4: Report Results
    • Internal Business Review Agenda Template
    • IT Spend Analytics
    • VMO ROI Reporting Worksheet
    • VMO ROI Stakeholder Report Template
    [infographic]

    Workshop: Capture and Market the ROI of Your VMO

    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 Get Organized

    The Purpose

    Determine how you will measure the VMO’s ROI.

    Key Benefits Achieved

    Focus your measurement on the appropriate activities.

    Activities

    1.1 Determine your VMO’s maturity level and identify applicable ROI measurement categories.

    1.2 Review and select the appropriate ROI formula components for each applicable measurement category.

    1.3 Compile a list of potential data sources, evaluate the viability of each data source selected, and assign data collection and analysis responsibilities.

    1.4 Communicate progress and proposed ROI formula components to executives and key stakeholders for feedback and/or approval/alignment.

    Outputs

    VMO ROI maturity level and first step of customizing the ROI formula components.

    Second and final step of customizing the ROI formula components…what will actually be measured.

    Viable data sources and assignments for team members.

    A progress report for key stakeholders and executives.

    2 Establish Baseline

    The Purpose

    Set baselines to measure created value against.

    Key Benefits Achieved

    ROI contributions cannot be objectively measured without baselines.

    Activities

    2.1 Gather baseline data.

    2.2 Calculate/set baselines.

    2.3 Set SMART goals.

    2.4 Communicate progress and proposed ROI formula components to executives and key stakeholders for feedback and/or approval/alignment.

    Outputs

    Data to use for calculating baselines.

    Baselines for measuring ROI contributions.

    Value creation goals for the next measurement cycle.

    An updated progress report for key stakeholders and executives.

    3 Measure and Monitor Results

    The Purpose

    Calculate the VMO’s ROI.

    Key Benefits Achieved

    An understanding of whether the VMO is paying for itself.

    Activities

    3.1 Assemble the data and calculate the VMO’s ROI.

    3.2 Organize the data for the reporting step.

    Outputs

    The VMO’s ROI expressed in terms of how many times it pays for itself (e.g. 1X, 3X, 5X).

    Determine which supporting data will be reported.

    4 Report Results

    The Purpose

    Report results to stakeholders.

    Key Benefits Achieved

    Stakeholders understand the value of the VMO.

    Activities

    4.1 Create a reporting template.

    4.2 Determine reporting frequency.

    4.3 Decide how the reports will be distributed or presented.

    4.4 Send out a draft report and update based on feedback.

    Outputs

    A template for reporting ROI and supporting data.

    A decision about quarterly or annual reports.

    A decision regarding email, video, and in-person presentation of the ROI reports.

    Final ROI reports.

    The First 100 Days as CISO

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    • Parent Category Name: Security Strategy & Budgeting
    • Parent Category Link: /security-strategy-and-budgeting
    • Make a good first impression at your new job.
    • Obtain guidance on how you should approach the first 100 days.
    • Assess the current state of the security program and recommend areas of improvement and possible solutions.
    • Develop a high-level security strategy in three months.

    Our Advice

    Critical Insight

    • Every CISO needs to follow Info-Tech’s five-step approach to truly succeed in their new position. The meaning and expectations of a CISO role will differ from organization to organization and person to person, however, the approach to the new position will be relatively the same.
    • Eighty percent of your time will be spent listening. The first 100 days of the CISO role is an information gathering exercise that will involve several conversations with different stakeholders and business divisions. Leverage this collaborative time to understand the business, its internal and external operations, and its people. Unequivocally, active listening will build company trust and help you to build an information security vision that reflects that of the business strategy.
    • Start “working” before you actually start the job. This involves finding out as much information about the company before officially being an employee. Investigate the company website and leverage available organizational documents and initial discussions to better understand your employer’s leadership, company culture ,and business model.

    Impact and Result

    • Hit the ground running with Info-Tech’s ready-made agenda vetted by CISO professionals to impress your colleagues and superiors.
    • Gather details needed to understand the organization (i.e. people, process, technology) and determine the current state of the security program.
    • Track and assess high-level security gaps using Info-Tech’s diagnostic tools and compare yourself to your industry’s vertical using benchmarking data.
    • Deliver an executive presentation that shows key findings obtained from your security evaluation.

    The First 100 Days as CISO Research & Tools

    Start here – read the Executive Brief

    Read our concise Executive Brief to find out why the first 100 days of being a CISO is a crucial time to be strategic. Review Info-Tech’s methodology and discover our five-step approach to CISO success.

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

    1. Prepare

    Review previous communications to prepare for your first day.

    • CISO Diary
    • Introduction Sheet

    2. Build relationships

    Understand how the business operates and develop meaningful relationships with your sphere of influence.

    3. Inventory components of the business

    Inventory company assets to know what to protect.

    4. Assess security posture

    Evaluate the security posture of the organization by leveraging Info-Tech’s IT Security diagnostic program.

    • Diagnostic Benchmarks: Security Governance & Management Scorecard
    • Diagnostic Benchmarks: Security Business Satisfaction Report

    5. Deliver plan

    Communicate your security vision to business stakeholders.

    • The First 100 Days as CISO Executive Presentation Template
    • The First 100 Days as CISO Executive Presentation Example
    [infographic]

    Create and Manage Enterprise Data Models

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    • Parent Category Name: Data Management
    • Parent Category Link: /data-management
    • Business executives don’t understand the value of Conceptual and Logical Data Models and how they define their data assets.
    • Data, like mercury, is difficult to manage and contain.
    • IT needs to justify the time and cost of developing and maintaining Data Models.
    • Data as an asset is only perceived from a physical point of view, and the metadata that provides context and definition is often ignored.

    Our Advice

    Critical Insight

    • Data Models tell the story of the organization and its data in pictures to be used by a business as a tool to evolve the business capabilities and processes.
    • Data Architecture and Data Modeling have different purposes and should be represented as two distinct processes within the software development lifecycle (SDLC).
    • The Conceptual Model provides a quick win for both business and IT because it can convey abstract business concepts and thereby compartmentalize the problem space.

    Impact and Result

    • A Conceptual Model can be used to define the semantics and relationships for your analytical layer.
      • It provides a visual representation of your data in the semantics of business.
      • It acts as the anchor point for all data lineages.
      • It can be used by business users and IT for data warehouse and analytical planning.
      • It provides the taxonomies for data access profiles.
      • It acts as the basis for your Enterprise Logical and Message Models.

    Create and Manage Enterprise Data Models Research & Tools

    Start here – read the Executive Brief

    Read our concise Executive Brief to find out why you should create enterprise data models, 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. Setting the stage

    Prepare your environment for data architecture.

    • Enterprise Data Models

    2. Revisit your SDLC

    Revisit your SDLC to embed data architecture.

    • Enterprise Architecture Tool Selection

    3. Develop a Conceptual Model

    Create and maintain your Conceptual Data Model via an iterative process.

    4. Data Modeling Playbook

    View the main deliverable with sample models.

    • Data Modeling Playbook
    [infographic]

    Workshop: Create and Manage Enterprise Data Models

    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 the Data Architecture Practice

    The Purpose

    Understand the context and goals of data architecture in your organization.

    Key Benefits Achieved

    A foundation for your data architecture practice.

    Activities

    1.1 Review the business context.

    1.2 Obtain business commitment and expectations for data architecture.

    1.3 Define data architecture as a discipline, its role, and the deliverables.

    1.4 Revisit your SDLC to embed data architecture.

    1.5 Modeling tool acquisition if required.

    Outputs

    Data Architecture vision and mission and governance.

    Revised SDLC to include data architecture.

    Staffing strategy.

    Data Architecture engagement protocol.

    Installed modeling tool.

    2 Business Architecture and Domain Modeling

    The Purpose

    Identify the concepts and domains that will inform your data models.

    Key Benefits Achieved

    Defined concepts for your data models.

    Activities

    2.1 Revisit business architecture output.

    2.2 Business domain selection.

    2.3 Identify business concepts.

    2.4 Organize and group of business concepts.

    2.5 Build the Business Data Glossary.

    Outputs

    List of defined and documented entities for the selected.

    Practice in the use of capability and business process models to identify key data concepts.

    Practice the domain modeling process of grouping and defining your bounded contexts.

    3 Harvesting Reference Models

    The Purpose

    Harvest reference models for your data architecture.

    Key Benefits Achieved

    Reference models selected.

    Activities

    3.1 Reference model selection.

    3.2 Exploring and searching the reference model.

    3.3 Harvesting strategies and maintaining linkage.

    3.4 Extending the conceptual and logical models.

    Outputs

    Established and practiced steps to extend the conceptual or logical model from the reference model while maintaining lineage.

    4 Harvesting Existing Data Artifacts

    The Purpose

    Gather more information to create your data models.

    Key Benefits Achieved

    Remaining steps and materials to build your data models.

    Activities

    4.1 Use your data inventory to select source models.

    4.2 Match semantics.

    4.3 Maintain lineage between BDG and existing sources.

    4.4 Select and harvest attributes.

    4.5 Define modeling standards.

    Outputs

    List of different methods to reverse engineer existing models.

    Practiced steps to extend the logical model from existing models.

    Report examples.

    5 Next Steps and Wrap-Up (offsite)

    The Purpose

    Wrap up the workshop and set your data models up for future success.

    Key Benefits Achieved

    Understanding of functions and processes that will use the data models.

    Activities

    5.1 Institutionalize data architecture practices, standards, and procedures.

    5.2 Exploit and extend the use of the Conceptual model in the organization.

    Outputs

    Data governance policies, standards, and procedures for data architecture.

    List of business function and processes that will utilize the Conceptual model.

    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.

     

     

    Key Metrics for Every CIO

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    • Parent Category Name: Performance Measurement
    • Parent Category Link: /performance-measurement
    • As a CIO, you are inundated with data and information about how your IT organization is performing based on the various IT metrics that exist.
    • The information we receive from metrics is often just that – information. Rarely is it used as a tool to drive the organization forward.
    • CIO metrics need to consider the goals of key stakeholders in the organization.

    Our Advice

    Critical Insight

    • The top metrics for CIOs don’t have anything to do with IT.
    • CIOs should measure and monitor metrics that have a direct impact on the business.
    • Be intentional with the metric and number of metrics that you monitor on a regular basis.
    • Be transparent with your stakeholders on what and why you are measuring those specific metrics.

    Impact and Result

    • Measure fewer metrics, but measure those that will have a significant impact on how your deliver value to your organization.
    • Focus on the metrics that you can take action against, rather than simply monitor.
    • Ensure your metrics tie to your top priorities as a CIO.

    Key Metrics for Every CIO Research & Tools

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

    1. Key Metrics for Every CIO deck – The top metrics every CIO should measure and act on

    Leverage the top metrics for every CIO to help focus your attention and provide insight into actionable steps.

    • Key Metrics for Every CIO Storyboard
    [infographic]

    Further reading

    Key Metrics for Every CIO

    The top six metrics for CIOs – and they have very little to do with IT

    Analyst Perspective

    Measure with intention

    Be the strategic CIO who monitors the right metrics relevant to their priorities – regardless of industry or organization. When CIOs provide a laundry list of metrics they are consistently measuring and monitoring, it demonstrates a few things.

    First, they are probably measuring more metrics than they truly care about or could action. These “standardized” metrics become something measured out of expectation, not intention; therefore, they lose their meaning and value to you as a CIO. Stop spending time on these metrics you will be unable or unwilling to address.

    Secondly, it indicates a lack of trust in the IT leadership team, who can and should be monitoring these commonplace operational measures. An empowered IT leader will understand the responsibility they have to inform the CIO should a metric be derailing from the desired outcome.

    Photo of Brittany Lutes, Senior Research Analyst, Organizational Transformation Practice, Info-Tech Research Group. Brittany Lutes
    Senior Research Analyst
    Organizational Transformation Practice
    Info-Tech Research Group

    Executive Summary

    Your Challenge

    CIOs need to measure a set of specific metrics that:

    • Will support the organization’s vision, their career, and the IT function all in one.
    • Can be used as a tool to make informed decisions and take appropriate actions that will improve the IT function’s ability to deliver value.
    • Consider the influence of critical stakeholders, especially the end customer.
    • Are easily measured at any point in time.
    Common Obstacles

    CIOs often cannot define these metrics because:

    • We confuse the operational metrics IT leaders need to monitor with strategic metrics CIOs need to monitor.
    • Previously monitored metrics did not deliver value.
    • It is hard to decide on a metric that will prove both insightful and easily measurable.
    • We measure metrics without any method or insight on how to take actionable steps forward.
    Info-Tech’s Approach

    For every CIO, there are six areas that should be a focus, no matter your organization or industry. These six priorities will inform the metrics worth measuring:

    • Risk management
    • Delivering on business objectives
    • Customer satisfaction
    • Employee engagement
    • Business leadership relations
    • Managing to a budget

    Info-Tech Insight

    The top metrics for a CIO to measure and monitor have very little to do with IT and everything to do with ensuring the success of the business.

    Your challenge

    CIOs are not using metrics as a personal tool to advance the organization:
    • Metrics should be used as a tool by the CIO to help inform the future actions that will be taken to reach the organization’s strategic vision.
    • As a CIO, you need to have a defined set of metrics that will support your career, the organization, and the IT function you are accountable for.
    • CIO metrics must consider the most important stakeholders across the entire ecosystem of the organization – especially the end customer.
    • The metrics for a CIO are distinctly different from the metrics you use to measure the operational effectiveness of the different IT functions.
    “CIOs are businesspeople first and technology people second.” (Myles Suer, Source: CIO, 2019.)

    Common obstacles

    These barriers make this challenge difficult to address for many CIOs:
    • CIOs often do not measure metrics because they are not aware of what should or needs to be measured.
    • As a result of not wanting to measure the wrong thing, CIOs can often choose to measure nothing at all.
    • Or they get too focused on the operational metrics of their IT organization, leaving the strategic business metrics forgotten.
    • Moreover, narrowing the number of metrics that are being measured down to an actionable number is very difficult.
    • We rely only on physical data sets to help inform the measurements, not considering the qualitative feedback received.
    CIO priorities are business priorities

    46% of CIOs are transforming operations, focused on customer experiences and employee productivity. (Source: Foundry, 2022.)

    Finances (41.3%) and customers (28.1%) remain the top two focuses for CIOs when measuring IT effectiveness. All other focuses combine for the remaining 30.6%. (Source: Journal of Informational Technology Management, 2018.)

    Info-Tech’s approach

    Organizational goals inform CIO metrics

    Diagram with 'CIO Metrics' at the center surrounded by 'Directive Goals', 'Product/Service Goals', 'IT Goals', and 'Operations Goals', each of which are connected to eachother by 'Customers'.

    The Info-Tech difference:
    1. Every CIO has the same set of priorities regardless of their organization or industry given that these metrics are influenced by similar goals of organizations.
    2. CIO metrics are a tool to help inform the actions that will support each core area in reaching their desired goals.
    3. Be mindful of the goals different business units are using to reach the organization’s strategic vision – this includes your own IT goals.
    4. Directly or indirectly, you will always influence the ability to acquire and retain customers for the organization.

    CIO priorities

    MANAGING TO A BUDGET
    Reducing operational costs and increasing strategic IT spend.
    Table centerpiece for CIO Priorities. DELIVERING ON BUSINESS OBJECTIVES
    Aligning IT initiatives to the vision of the organization.
    CUSTOMER SATISFACTION
    Directly and indirectly impacting customer experience.
    EMPLOYEE ENGAGEMENT
    Creating an IT workforce of engaged and purpose-driven people.
    RISK MANAGEMENT
    Actively knowing and mitigating threats to the organization.
    BUSINESS LEADERSHIP RELATONS
    Establishing a network of influential business leaders.

    High-level process flow

    How do we use the CIO metrics?
    Process flow that starts at 'Consider - Identify and analyze CIO priorities', and is followed by 'Select priorities - Identify the top priorities for CIOs (see previous slide)', 'Create a measure - Determine a measure that aligns to each priority', 'Make changes & improvements - Take action to improve the measure and reach the goal you are trying to achieve', 'Demonstrate progress - Use the metrics to demonstrate progress against priorities'. Using priority-based metrics allows you to make incremental improvements that can be measured and reported on, which makes program maturation a natural process.

    Example CIO dashboard

    Example CIO dashboard.
    * Arrow indicates month-over-month trend

    Harness the value of metric data

    Metrics are rarely used accurately as a tool
    • When you have good metrics, you can:
      • Ensure employees are focused on the priorities of the organization
      • Have insight to make better decisions
      • Communicate with the business using language that resonates with each stakeholder
      • Increase the performance of your IT function
      • Continually adapt to meet changing business demands
    • Metrics are tools that quantifiably indicate whether a goal is on track to being achieved (proactive) or if the goal was successfully achieved (retroactive)
    • This is often reflected through two metric types:
      • Leading Metrics: The metric indicates if there are actions that should be taken in the process of achieving a desired outcome.
      • Lagging Metrics: Based on the desired outcome, the metric can indicate where there were successes or failures that supported or prevented the outcome from being achieved.
    • Use the data from the metrics to inform your actions. Do not collect this data if your intent is simply to know the data point. You must be willing to act.
    "The way to make a metric successful is by understanding why you are measuring it." (Jeff Neyland CIO)

    CIOs measure strategic business metrics

    Keep the IT leadership accountable for operational metrics
    • Leveraging the IT leadership team, empower and hold each leader accountable for the operational metrics specific to their functional area
    • As a CIO, focus on the metrics that are going to impact the business. These are often tied to people or stakeholders:
      • The customers who will purchase the product or service
      • The decision makers who will fund IT initiatives
      • The champions of IT value
      • The IT employees who will be driven to succeed
      • The owner of an IT risk event
    • By focusing on these priority areas, you can regularly monitor aspects that will have major business impacts – and be able to address those impacts.
    As a CIO, avoid spending time on operational metrics such as:
    • Time to deliver
    • Time to resolve
    • Project delivery (scope, time, money)
    • Application usage
    • User experiences
    • SLAs
    • Uptime/downtime
    • Resource costs
    • Ticket resolution
    • Number of phishing attempts
    Info-Tech Insight

    While operational metrics are important to your organization, IT leaders should be empowered and responsible for their management.

    SECTION 1

    Actively Managing IT Risks

    Actively manage IT risks

    The impact of IT risks to your organization cannot be ignored any further
    • Few individuals in an organization understand IT risks and can proactively plan for the prevention of those threats, making the CIO the responsible and accountable individual when it comes to IT risks – especially the components that tie into cybersecurity.
    • When the negative impacts of an IT threat event are translated into terms that can be understood and actioned by all in the organization, it increases the likelihood of receiving the sponsorship and funding support necessary.
    • Moreover, risk management can be used as a tool to drive the organization toward its vision state, enabling informed risk decisions.

    Risk management metric:

    Number of critical IT threats that were detected and prevented before impact to the organization.

    Beyond risk prevention
    Organizations that have a clear risk tolerance can use their risk assessments to better inform their decisions.
    Specifically, taking risks that could lead to a high return on investment or other key organizational drivers.

    Protect the organization from more than just cyber threats

    Other risk-related metrics:
    • Percentage of IT risks integrated into the organization’s risk management approach.
    • Number of risk management incidents that were not identified by your organization (and the potential financial impact of those risks).
    • Business satisfaction with IT actions to reduce impact of negative IT risk events.
    • Number of redundant systems removed from the organizations portfolio.
    Action steps to take:
    • Create a risk-aware culture, not just with IT folks. The entire organization needs to understand how IT risks are preventable.
    • Clearly demonstrate the financial and reputational impact of potential IT risks and ensure that this is communicated with decision-makers in the organization.
    • Have a single source of truth to document possible risk events and report prevention tactics to minimize the impact of risks.
    • Use this information to recommend budget changes and help make risk-informed decisions.

    49%

    Investing in Risk

    Heads of IT “cited increasing cybersecurity protections as the top business initiative driving IT investments this year” (Source: Foundry, 2022.)

    SECTION 2

    Delivering on Business Objectives

    Delivering on business objectives

    Deliver on initiatives that bring value to your organization and stop benchmarking
    • CIOs often want to know how they are performing in comparison to their competitors (aka where do you compare in the benchmarking?)
    • While this is a nice to know, it adds zero value in demonstrating that you understand your business, let alone the goals of your business
    • Every organization will have a different set of goals it is striving toward, despite being in the same industry, sector, or market.
    • Measuring your performance against the objectives of the organization prevents CIOs from being more technical than it would do them good.

    Business Objective Alignment Metric:

    Percentage of IT metrics have a direct line of impact to the business goals

    Stop using benchmarks to validate yourself against other organizations. Benchmarking does not provide:
    • Insight into how well that organization performed against their goals.
    • That other organizations goals are likely very different from your own organization's goals.
    • It often aggregates the scores so much; good and bad performers stop being clearly identified.

    Provide a clear line of sight from IT metrics to business goals

    Other business alignment metrics:
    • Number of IT initiatives that have a significant impact on the success of the organization's goals.
    • Number of IT initiatives that exceed the expected value.
    • Positive impact ($) of IT initiatives on driving business innovation.
    Action steps to take:
    • Establish a library or dashboard of all the metrics you are currently measuring as an IT organization, and align each of them to one or more of the business objectives your organization has.
    • Leverage the members of the organization’s executive team to validate they understand how your metric ties to the business objective.
    • Any metric that does not have a clear line of sight should be reconsidered.
    • IT metrics should continue to speak in business terms, not IT terms.

    50%

    CIOs drive the business

    The percentage of CEOs that recognize the CIO as the main driver of the business strategy in the next 2-3 years. (Source: Deloitte, 2020.)

    SECTION 3

    Impact on Customer Satisfaction

    Influencing end-customer satisfaction

    Directly or indirectly, IT influences how satisfied the customer is with their product or service
    • Now more than ever before, IT can positively influence the end-customer’s satisfaction with the product or service they purchase.
    • From operational redundancies to the customer’s interaction with the organization, IT can and should be positively impacting the customer experience.
    • IT leaders who take an interest in the customer demonstrate that they are business-focused individuals and understand the intention of what the organization is seeking to achieve.
    • With the CIO role becoming a strategic one, understanding why a customer would or would not purchase your organization’s product or service stops being a “nice to have.”

    Customer satisfaction metric:

    What is the positive impact ($ or %) of IT initiatives on customer satisfaction?

    Info-Tech Insight

    Be the one to suggest new IT initiatives that will impact the customer experience – stop waiting for other business leaders to make the recommendation.

    Enhance the end-customer experience with I&T

    Other customer satisfaction metrics:
    • Amount of time CIO spends interacting directly with customers.
    • Customer retention rate.
    • Customer attraction rate.
    Action steps to take:
    • Identify the core IT capabilities that support customer experience. Automation? Mobile application? Personal information secured?
    • Suggest an IT-supported or-led initiative that will enhance the customer experience and meet the business goals. Retention? Acquisition? Growth in spend?
    • This is where operational metrics or dashboards can have a real influence on the customer experience. Be mindful of how IT impacts the customer journey.

    41%

    Direct CX interaction

    In 2022, 41% of IT heads were directly interacting with the end customer. (Source: Foundry, 2022.)

    SECTION 4

    Keeping Employees Engaged

    Keeping employees engaged

    This is about more than just an annual engagement survey
    • As a leader, you should always have a finger on the pulse of how engaged your employees are
    • Employee engagement is high when:
      • Employees have a positive disposition to their place of work
      • Employees are committed and willing to contribute to the organization's success
    • Employee engagement comprises three types of drivers: organizational, job, and retention. As CIO, you have a direct impact on all three drivers.
    • Providing employees with a positive work environment where they are empowered to complete activities in line with their desired skillset and tied to a clear purpose can significantly increase employee engagement.

    Employee engagement metric:

    Number of employees who feel empowered to complete purposeful activities related to their job each day

    Engagement leads to increases in:
    • Innovation
    • Productivity
    • Performance
    • Teamwork
    While reducing costs associated with high turnover.

    Employees daily tasks need to have purpose

    Other employee engagement metrics:
    • Tenure of IT employees at the organization.
    • Number of employees who seek out or use a training budget to enhance their knowledge/skills.
    • Degree of autonomy employees feel they have in their work on a daily basis.
    • Number of collaboration tools provided to enable cross-organizational work.
    Action steps to take:
    • If you are not willing to take actionable steps to address engagement, don’t bother asking employees about it.
    • Identify the blockers to empowerment. Common blockers include insufficient team collaboration, bureaucracy, inflexibility, and feeling unsupported and judged.
    • Ensure there is a consistent understanding of what “purposeful” means. Are you talking about “purposeful” to the organization or the individual?
    • Provide more clarity on what the organization’s purpose is and the vision it is driving toward. Just because you understand does not mean the employees do.

    26%

    Act on engagement

    Only 26% of leaders actually think about and act on engagement every single day. (Source: SHRM, 2022.)

    SECTION 5

    Establishing Trusted Business Relationships

    Establishing trusted business partnerships

    Leverage your relationships with other C-suite executives to demonstrate IT’s value
    • Your relationship with other business peers is critical – and, funny enough, it is impacted by the use of good metrics and data.
    • The performance of your IT team will be recognized by other members of the executive leadership team (ELT) and is a direct reflection of you as a leader.
    • A good relationship with the ELT can alleviate issues if concerns about IT staff surface.
      • Of the 85% of IT leaders working on transformational initiatives, only 30% are trying to cultivate an IT/business partnership (Foundry, 2022).
    • Don’t let other members of the organizations ELT overlook you or the value IT has. Build the key relationships that will drive trust and partnerships.

    Business leadership relationship metric:

    Ability to influence business decisions with trusted partners.

    Some key relationships that are worth forming with other C-suite executives right now include:
    • Chief Sustainability Officer
    • Chief Revenue Officer
    • Chief Marketing Officer
    • Chief Data Officer

    Influence business decisions with trusted partners

    Other business relations metrics:
    • The frequency with which peers on the ELT complain about the IT organization to other ELT peers.
    • Percentage of business leaders who trust IT to make the right choices for their accountable areas.
    • Number of projects that are initiated with a desired solution versus problems with no desired solution.
    Action steps to take:
    • From lunch to the boardroom, it is important you make an effort to cultivate relationships with the other members of the ELT.
    • Identify who the most influential members of the ELT are and what their primary goals or objectives are.
    • Follow through on what you promise you will deliver – if you do not know, do not promise it!
    • What will work for one member of the ELT will not work for another – personalize your approach.

    60%

    Enterprise-wide collaboration

    “By 2023, 60% of CIOs will be primarily measured for their ability to co-create new business models and outcomes through extensive enterprise and ecosystem-wide collaboration.” (Source: IDC, 2021.)

    SECTION 6

    Managing to a Budget

    Managing to a budget

    Every CIO needs to be able to spend within budget while increasing their strategic impact
    • From security, to cloud, to innovating the organization's products and services, IT has a lot of initiatives that demand funds and improve the organization.
    • Continuing to demonstrate good use of the budget and driving value for the organization will ensure ongoing recognition in the form of increased money.
    • 29% of CIOs indicated that controlling costs and expense management was a key duty of a functional CIO (Foundry, 2022).
    • Demonstrating the ability to spend within a defined budget is a key way to ensure the business trusts you.
    • Demonstrating an ability to spend within a defined budget and reducing the cost of operational expenses while increasing spend on strategic initiatives ensures the business sees the value in IT.

    Budget management metric:

    Proportion of IT budget that is strategic versus operational.

    Info-Tech Insight

    CIOs need to see their IT function as its own business – budget and spend like a CEO.

    Demonstrate IT’s ability to spend strategically

    Other budget management metrics:
    • Cost required to lead the organization through a digital transformation.
    • Reduction in operational spend due to retiring legacy solutions.
    • Percentage of budget in the run, grow, and transform categories.
    • Amount of money spent keeping the lights on versus investing in new capabilities.

    Action steps to take:

    • Consider opportunities to automate processes and reduce the time/talent required to spend.
    • Identify opportunities and create the time for resources to modernize or even digitize the organization to enable a better delivery of the products or services to the end customer.
    • Review the previous metrics and tie it back to running the business. If customer satisfaction will increase or risk-related threats decrease through an initiative IT is suggesting, you can make the case for increased strategic spend.

    90%

    Direct CX interaction

    Ninety percent of CIOs expect their budget to increase or remain the same in their next fiscal year. (Source: Foundry, 2022.)

    Research contributors and experts

    Photo of Jeff Neyland. Jeff Neyland
    Chief Information Officer – University of Texas at Arlington
    Photo of Brett Trelfa. Brett Trelfa
    SVP and CIO – Arkansas Blue Cross Blue Shield
    Blank photo template. Lynn Fyhrlund
    Chief Information Officer – Milwaukee County Department of Administrative Services

    Info-Tech Research Group

    Vicki Van Alphen Executive Counselor Ibrahim Abdel-Kader Research Analyst
    Mary Van Leer Executive Counselor Graham Price Executive Counselor
    Jack Hakimian Vice President Research Valence Howden Principal Research Director
    Mike Tweedie CIO Practice Lead Tony Denford Organization Transformation Practice Lead

    Related Info-Tech Research

    Sample of the 'IT Metrics Library'. IT Metrics Library
    • Use this tool to review commonly used KPIs for each practice area
    • Identify KPI owners, data sources, baselines, and targets. It also suggests action and research for low-performing KPIs.
    • Use the "Action Plan" tab to keep track of progress on actions that were identified as part of your KPI review.
    Sample of 'Define Service Desk Metrics That Matter'. Define Service Desk Metrics That Matter
    • Consolidate your metrics and assign context and actions to those 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.
    Sample of 'CIO Priorities 2022'. CIO Priorities 2022
    • Understand how to respond to trends affecting your organization.
    • Determine your priorities based on current state and relevant internal factors.
    • Assign the right resources to accomplish your vision.
    • Consider what new challenges outside of your control will demand a response.

    Bibliography

    “Developing and Sustaining Employee Engagement.” SHRM, 2022.

    Dopson, Elise. “KPIs Vs. Metrics: What’s the Difference & How Do You Measure Both?” Databox, 23 Jun. 2021.

    Shirer, Michael, and Sarah Murray. “IDC Unveils Worldwide CIO Agenda 2022 Predictions.” IDC, 27 Oct. 2021.

    Suer, Myles. “The Most Important Metrics to Drive IT as a Business.” CIO, 19 Mar. 2019.

    “The new CIO: Business Savvy.” Deloitte Insights. Deloitte, 2020.

    “2022 State of the CIO: Rebalancing Act: CIO’s Operational Pandemic-Era Innovation.” Foundry, 2022.

    “Why Employee Engagement Matters for Leadership at all Levels.” Walden University, 20 Dec. 2019.

    Zhang, Xihui, et al. “How to Measure IT Effectiveness: The CIO’s Perspective.” Journal of Informational Technology Management, 29(4). 2018.

    Develop a COVID-19 Pandemic Response Plan

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    • Parent Category Name: DR and Business Continuity
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    • IT departments are being asked to rapidly ramp up work-from-home capabilities and other business process workarounds.
    • Crisis managers are experiencing a pandemic more severe than what they’ve managed in the past.
    • Organizations are scrambling to determine how they can keep their businesses running through this pandemic.

    Our Advice

    Critical Insight

    • Obstacles to working from home go beyond internet speed and needing a laptop. Business input is critical to uncover unexpected obstacles.
    • IT needs to address a range of issues from security risk to increased service desk demand from users who don’t normally work from home.
    • Resist the temptation to bypass IT processes – your future-self will thank you for tracking all those assets about to go out the door.

    Impact and Result

    • Start with crisis management fundamentals – identify crisis management roles and exercise appropriate crisis communication.
    • Prioritize business processes and work-from-home requirements. Not everyone can be set up on day one.
    • Don’t over-complicate your work-from-home deployment plan. A simple spreadsheet (see the Work-from-Home Requirements Tool) to track requirements can be very effective.

    Develop a COVID-19 Pandemic Response Plan Research & Tools

    Start here

    Stay up to date on COVID-19 and the resources available to you.

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

    • Develop a COVID-19 Pandemic Response Plan Storyboard

    1. Manage the pandemic crisis

    Identify key roles and immediate steps to manage this crisis.

    • Pandemic Response Plan Example

    2. Create IT’s plan to support the pandemic response plan

    Plan the deployment of a work-from-home initiative.

    • Work-From-Home Requirements Tool
    [infographic]

    Infrastructure & Operations Priorities 2022

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    • The expectation amongst IT professionals for permanent transformational change has gone up 30% year over year. Further, 47% expect a lot of permanent change in 2022.
    • We are experiencing a great rate of change concurrent with a low degree of predictability.
    • How do you translate a general trend into a specific priority you can work on?

    Our Advice

    Critical Insight

    • Trends don’t matter but pressure does: Trends can be analyzed based on the pressure they exert (or not) on your I&O practice. Organizing trends into categories based on source makes for a more successful and contextual analysis.
    • Different prioritization is being demanded in 2022. For the foreseeable future prioritization is about drawing a line, below which you can ignore items with a clean conscience.
    • The priorities you choose to advocate for will be how your leadership is evaluated in the upcoming year.

    Impact and Result

    • By reading through this publication, you will begin to address the age-old problem “You don’t know what you don’t know.”
    • More importantly you will have a framework to dive deeper into the trends most relevant to you and your organization.
    • Info-Tech can help you turn your strong opinion into a compelling case for your stakeholders.

    Infrastructure & Operations Priorities 2022 Research & Tools

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

    1. Infrastructure & Operations Priorities 2022 – A framework to dive deeper into the trends most relevant to you and your organization

    Discover Info-Tech's four trends for Infrastructure & Operations leaders.

    • Infrastructure & Operations Priorities Report for 2022

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    Develop a Security Awareness and Training Program That Empowers End Users

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    • Parent Category Name: Security Strategy & Budgeting
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    • The fast evolution of the cybersecurity landscape requires security training and awareness programs that are frequently updated and improved.
    • Security and awareness training programs often fail to engage end users. Lack of engagement can lead to low levels of knowledge retention.
    • Irrelevant or outdated training content does not properly prepare your end users to effectively defend the organization against security threats.

    Our Advice

    Critical Insight

    • One-time, annual training is no longer sufficient for creating an effective security awareness and training program.
    • By presenting security as a personal and individualized issue, you can make this new personal focus a driver for your organizational security awareness and training program.

    Impact and Result

    • Create a training program that delivers smaller amounts of information on a more frequent basis to minimize effort, reduce end-user training fatigue, and improve content relevance.
    • Evaluate and improve your security awareness and training program continuously to keep its content up-to-date. Leverage end-user feedback to ensure content remains relevant to those who receive it.

    Develop a Security Awareness and Training Program That Empowers End Users Research & Tools

    Start here – read the Executive Brief

    Read our concise Executive Brief to find out why you should develop a security awareness and training program that empowers end users, 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 your training program

    Create or mature a security awareness and training program that is tailored to your organization.

    • Develop a Security Awareness and Training Program That Empowers End Users – Phase 1: Develop Your Training Program
    • Security Awareness and Training Program Development Tool
    • End-User Security Job Description Template
    • Training Materials – Physical Computer Security
    • Training Materials – Cyber Attacks
    • Training Materials – Incident Response
    • Training Materials – Mobile Security
    • Training Materials – Passwords
    • Training Materials – Phishing
    • Training Materials – Social Engineering
    • Training Materials – Web Usage
    • Security Awareness and Training Vendor Evaluation Tool
    • Security Awareness and Training Metrics Tool
    • End-User Security Knowledge Test Template
    • Security Training Campaign Development Tool

    2. Design an effective training delivery plan

    Explore methods of training delivery and select the most effective solutions.

    • Develop a Security Awareness and Training Program That Empowers End Users – Phase 2: Design an Effective Training Delivery Plan
    • Information Security Awareness and Training Policy
    • Security Awareness and Training Gamification Guide
    • Mock Spear Phishing Email Examples
    • Security Training Email Templates
    • Security Awareness and Training Module Builder and Training Schedule
    • Security Training Campaign Development Tool
    • Security Training Program Manual
    • Security Awareness and Training Feedback Template
    • Security Awareness Month Week 1: Staying in Touch
    • Security Awareness Month Week 2: Sharing Special Moments
    • Security Awareness Month Week 3: Working and Networking
    • Security Awareness Month Week 4: Families and Businesses
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    Workshop: Develop a Security Awareness and Training Program That Empowers End Users

    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 Outline the Plan for Long-term Program Improvement

    The Purpose

    Identify the maturity level of the existing security awareness and training program and set development goals.

    Establish program milestones and outline key initiatives for program development.

    Identify metrics to measure program effectiveness.

    Key Benefits Achieved

    Identified the gaps between the current maturity level of the security awareness and training program and future target states.

    Activities

    1.1 Create a program development plan.

    1.2 Investigate and select metrics to measure program effectiveness.

    1.3 Execute some low-hanging fruit initiatives for collecting metrics: e.g. create a knowledge test, feedback survey, or gamification guide.

    Outputs

    Customized development plan for program.

    Tool for tracking metrics.

    Customized knowledge quiz ready for distribution.

    Customized feedback survey for training.

    Gamification program outline.

    2 Identify and Assess Audience Groups and Security Training Topics

    The Purpose

    Determine the unique audience groups within your organization and evaluate their risks and vulnerabilities.

    Prioritize training topics and audience groups to effectively streamline program development.

    Key Benefits Achieved

    Created a comprehensive list of unique audience groups and the corresponding security training that each group should receive.

    Determined priority ratings for both audience groups and the security topics to be delivered.

    Activities

    2.1 Identify the unique audience groups within your organization and the threats they face.

    2.2 Determine the priority levels of the current security topics.

    2.3 Review audience groups and determine which topics need to be delivered to each group.

    Outputs

    Risk profile for each identified audience group.

    Priority scores for all training topics.

    List of relevant security topics for each identified audience group.

    3 Plan the Training Delivery

    The Purpose

    Identify all feasible delivery channels for security training within your organization.

    Build a vendor evaluation tool and shortlist or harvest materials for in-house content creation.

    Key Benefits Achieved

    List of all potential delivery mechanisms for security awareness and training.

    Built a vendor evaluation tool and discussed a vendor shortlist.

    Harvested a collection of free online materials for in-house training development.

    Activities

    3.1 Discuss potential delivery mechanisms for training, including the purchase and use of a vendor.

    3.2 If selecting a vendor, review vendor selection criteria and discuss potential vendor options.

    3.3 If creating content in-house, review and select available resources on the web.

    Outputs

    List of available delivery mechanisms for training.

    Vendor assessment tool and shortlist.

    Customized security training presentations.

    4 Create a Training Schedule for Content Deployment

    The Purpose

    Create a plan for deploying a pilot program to gather valuable feedback.

    Create an ongoing training schedule.

    Define the end users’ responsibilities towards security within the organization.

    Key Benefits Achieved

    Created a plan to deploy a pilot program.

    Created a schedule for training deployment.

    Defined role of end users in helping protect the organization against security threats.

    Activities

    4.1 Build training modules.

    4.2 Create an ongoing training schedule.

    4.3 Define and document your end users’ responsibilities towards their security.

    Outputs

    Documented modular structure to training content.

    Training schedule.

    Security job description template.

    End-user training policy.

    Drive Business Value With a Right-Sized Project Gating Process

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    • Low sponsor commitment on projects.
    • Poor quality on completed projects.
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    • Analyzing, fixing, and redeploying is a constant struggle. Even when projects are done well, they fail to deliver the intended outcomes and benefits.

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    • Stop applying a one-size-fits-all-projects approach to governance.
    • Engage the sponsor by shifting the accountability to the business so they can get the most out of the project.
    • Do not limit the gating process to project management – expand to portfolio management.

    Impact and Result

    • Increase Project Throughput: Do more projects by ensuring the right projects and right amount of projects are approved and executed.
    • Validate Project Quality: Ensure issues are uncovered and resolved with standard check points in the project.
    • Increase Reporting and Visibility: Easily compare progress of projects across the portfolio and report outcomes to leadership.
    • Reduce Resource Waste: Terminate low-value projects early and assign the right resources to approved projects.
    • Achieve Intended Project Outcomes: Keep the sponsor engaged throughout the gating process to achieve desired outcomes.

    Drive Business Value With a Right-Sized Project Gating Process Research & Tools

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    Read our concise Executive Brief to find out why you should design a right-sized project gating process, review Info-Tech’s methodology, and understand the four ways we can support you.

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

    1. Lay the groundwork for tailored project gating

    This phase will walk you through the following activities:

  • Understand the role of gating and why we need it.
  • Determine what projects will follow the gating process and how to classify them.
  • Establish the role of the project sponsor throughout the entire project lifecycle.
    • Drive Business Value With a Right-Sized Project Gating Process – Phase 1: Lay the Groundwork for Tailored Project Gating
    • Project Intake Classification Matrix
    • Project Sponsor Role Description Template

    2. Establish level 1 project gating

    This phase will help you customize Level 1 Project Gates with appropriate roles and responsibilities.

    • Drive Business Value With a Right-Sized Project Gating Process – Phase 2: Establish Level 1 Project Gating
    • Project Gating Strategic Template

    3. Establish level 2 project gating

    This phase will help you customize Level 2 Project Gates with appropriate roles and responsibilities.

    • Drive Business Value With a Right-Sized Project Gating Process – Phase 3: Establish Level 2 Project Gating

    4. Establish level 3 project gating

    This phase will help you customize Level 3 Project Gates with appropriate roles and responsibilities. It will also help you determine next steps and milestones for the adoption of the new process.

    • Drive Business Value With a Right-Sized Project Gating Process – Phase 4: Establish Level 3 Project Gating
    • Project Gating Reference Document
    [infographic]

    Workshop: Drive Business Value With a Right-Sized Project Gating Process

    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 the Groundwork for Tailored Project Gating

    The Purpose

    Understand the role of gating and why we need it.

    Determine what projects will follow the gating process and how to classify them.

    Establish the role of the project sponsor throughout the entire project lifecycle.

    Key Benefits Achieved

    Get stakeholder buy-in for the process.

    Ensure there is a standard leveling process to determine size, risk, and complexity of requests.

    Engage the project sponsor throughout the portfolio and project processes.

    Activities

    1.1 Project Gating Review

    1.2 Establish appropriate project levels

    1.3 Define the role of the project sponsor

    Outputs

    Project Intake Classification Matrix

    Project Sponsor Role Description Template

    2 Establish Level 1 Project Gating

    The Purpose

    This phase will help you customize Level 1 Project Gates with appropriate roles and responsibilities.

    Key Benefits Achieved

    Create a lightweight project gating process for small projects.

    Activities

    2.1 Review level 1 project gating process

    2.2 Determine what gates should be part of your custom level 1 gating process

    2.3 Establish required artifacts for each gate

    2.4 Define the stakeholder’s roles and responsibilities at each gate

    Outputs

    Documented outputs in the Project Gating Strategic Template

    3 Establish Level 2 Project Gating

    The Purpose

    This phase will help you customize Level 2 Project Gates with appropriate roles and responsibilities.

    Key Benefits Achieved

    Create a heavier project gating process for medium projects.

    Activities

    3.1 Review level 2 project gating process

    3.2 Determine what gates should be part of your custom level 2 gating process

    3.3 Establish required artifacts for each gate

    3.4 Define the stakeholder’s roles and responsibilities at each gate

    Outputs

    4 Establish Level 3 Project Gating

    The Purpose

    This phase will help you customize Level 3 Project Gates with appropriate roles and responsibilities.

    Come up with a roadmap for the adoption of the new project gating process.

    Key Benefits Achieved

    Create a comprehensive project gating process for large projects.

    Activities

    4.1 Review level 3 project gating process

    4.2 Determine what gates should be part of your custom level 3 gating process

    4.3 Establish required artifacts for each gate

    4.4 Define the stakeholder’s roles and responsibilities at each gate

    4.5 Determine next steps and milestones for process adoption

    Outputs

    Documented outputs in the Project Gating Strategic Template

    Documented Project Gating Reference Document for all stakeholders

    Integrate Physical Security and Information Security

    • Buy Link or Shortcode: {j2store}383|cart{/j2store}
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    • Parent Category Name: Security Processes & Operations
    • Parent Category Link: /security-processes-and-operations

    Physical security is often managed by facilities, not by IT security, resulting in segmented security systems. Integrating physical and information security introduces challenges in:

    • Understanding the value proposition of investment in governing and managing integrated systems, including migration costs, compared to separated security systems.
    • Addressing complex risks and vulnerabilities of an integrated security system.
    • Operationalizing enhanced capabilities created by adoption of emerging and disruptive technologies.

    Our Advice

    Critical Insight

    • Integrate security in people, process, and technology to improve your overall security posture. Having siloed systems running security is not beneficial. Many organizations are realizing the benefits of consolidating into a single platform across physical security, cybersecurity, HR, legal, and compliance.
    • Plan and engage stakeholders. Assemble the right team to ensure the success of your integrated security ecosystem, decide the governance model, and clearly define the roles and responsibilities.
    • Enhance strategy and risk management. Strategically, we want a physical security system that is interoperable with most technologies, flexible with minimal customization, functional, and integrated, despite the challenges of proprietary configurations, complex customization, and silos.

    Impact and Result

    Info-Tech's approach is a modular, incremental, and repeatable process to integrate physical and information security to:

    • Ensure the integration will meet the business' needs and determine effort and technical requirements.
    • Establish GRC processes that include integrated risk management and compliance.
    • Design and deploy an integrated security architecture.
    • Establish security metrics of effectiveness and efficiency for senior management and leadership.

    Integrate Physical Security and Information Security Research & Tools

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

    1. Integrate Physical Security and Information Security Storyboard – A step-by-step document that walks you through how to integrate physical security and information security.

    Info-Tech provides a three-phased framework for integrating physical security and information security: Plan, Enhance, and Monitor & Optimize.

    • Integrate Physical Security and Information Security Storyboard

    2. Integrate Physical Security and Information Security Requirements Gathering Tool – A tool to map organizational goals to IT goals, facilities goals, OT goals (if applicable), and integrated security goals.

    This tool serves as a repository for information about security integration elements, compliance, and other factors that will influence your integration of physical security and information security.

    • Integrate Physical Security and Information Security Requirements Gathering Tool

    3. Integrate Physical Security and Information Security RACI Chart Tool – A tool to identify and understand the owners of various security integration stakeholders across the organization.

    Populating a RACI chart (Responsible, Accountable, Consulted, and Informed) is a critical step that will assist you in organizing roles for carrying out integration steps. Complete this tool to assign tasks to suitable roles.

    • Integrate Physical Security and Information Security RACI Chart Tool

    4. Integrate Physical Security and Information Security Communication Deck – A tool to present your findings in a prepopulated document that summarizes the work you have completed.

    Complete this template to effectively communicate your integrated security plan to stakeholders.

    • Integrate Physical Security and Information Security Communication Deck
    [infographic]

    Further reading

    Integrate Physical Security and Information Security

    Securing information security, physical security, or personnel security in silos may not secure much

    Analyst Perspective

    Ensure integrated security success with close and continual collaboration

    From physical access control systems (PACS) such as electronic locks and fingerprint biometrics to video surveillance systems (VSS) such as IP cameras to perimeter intrusion detection and prevention to fire and life safety and beyond: physical security systems pose unique challenges to overall security. Additionally, digital transformation of physical security to the cloud and the convergence of operational technology (OT), internet of things (IoT), and industrial IoT (IIoT) increase both the volume and frequency of security threats.

    These threats can be safety, such as the health impact when a gunfire attack downed wastewater pumps at Duke Energy Substation, North Carolina, US, in 2022. The threats can also be economic, such as theft of copper wire, or they can be reliability, such as when a sniper attack on Pacific Gas & Electric’s Metcalf Substation in California, US, damaged 17 out of 21 power transformers in 2013.

    Considering the security risks organizations face, many are unifying physical, cyber, and information security systems to gain the long-term overall benefits a consolidated security strategy provides.

    Ida Siahaan
    Ida Siahaan

    Research Director, Security and Privacy Practice
    Info-Tech Research Group

    Executive Summary

    Your Challenge

    Physical security is often managed by facilities, not by IT security, resulting in segmented security systems. Meanwhile, integrating physical and information security introduces challenges in:

    • Value proposition of investment in governing and managing integrated systems including the migration costs compared to separated security systems.
    • Addressing complex risks and vulnerabilities of an integrated security system.
    • Operationalizing on enhanced capabilities created by adoption of emerging and disruptive technologies.

    Common Obstacles

    Physical security systems integration is complex due to various components such as proprietary devices and protocols and hybrid systems of analog and digital technology. Thus, open architecture with comprehensive planning and design is important.

    However, territorial protection by existing IT and physical security managers may limit security visibility and hinder security integration.

    Additionally, integration poses challenges in staffing, training and awareness programs, and dependency on third-party technologies and their migration plans.

    Info-Tech's Approach

    Info-Tech’s approach is a modular, incremental, and repeatable process to integrate physical and information security that enables organizations to:

    • Determine effort and technical requirements to ensure the integration will meet the business needs.
    • Establish GRC processes including integrated risk management and compliance.
    • Design and deploy integrated security architecture.
    • Establish metrics to monitor the effectiveness and efficiency of the security program.

    Info-Tech Insight

    An integrated security architecture, including people, process, and technology, will improve your overall security posture. These benefits are leading many organizations to consolidate their siloed systems into a single platform across physical security, cybersecurity, HR, legal, and compliance.

    Existing information security models are not comprehensive

    Current security models do not cover all areas of security, especially if physical systems and personnel are involved and safety is also an important property required.

    • The CIA triad (confidentiality, integrity, availability) is a well-known information security model that focuses on technical policies related to technology for protecting information assets.
    • The US Government’s Five Pillars of Information Assurance includes CIA, authentication, and non-repudiation, but it does not cover people and processes comprehensively.
    • The AAA model, created by the American Accounting Association, has properties of authentication, authorization, and accounting but focuses only on access control.
    • Donn Parker expanded the CIA model with three more properties: possession, authenticity, and utility. This model, which includes people and processes, is known as the Parkerian hexad. However, it does not cover physical and personnel security.

    CIA Triad

    The CIA Triad for Information Security: Confidentiality, Integrity, Availability


    Parkerian Hexad

    The Parkerian Hexad for Security: Confidentiality, Possession, Utility, Availability, Authenticity and Integrity

    Sources: Parker, 1998; Pender-Bey, 2012; Cherdantseva and Hilton, 2015

    Adopt an integrated security model

    Adopt an integrated security model which consists of information security, physical security, personnel security, and organizational security.

    The security ecosystem is shifting from segregation to integration

    Security ecosystem is shifting from the past proprietary model to open interfaces and future open architecture

    Sources: Cisco, n.d.; Preparing for Technology Convergence in Manufacturing, Info-Tech Research Group, 2018

    Physical security includes:

    • Securing physical access,
      e.g. facility access control, alarms, surveillance cameras
    • Securing physical operations
      (operational technology – OT), e.g. programmable logic controllers (PLCs), SCADA

    Info-Tech Insight

    Why is integrating physical and information security gaining more and more traction? Because the supporting technologies are becoming more matured. This includes, for example, migration of physical security devices to IP-based network and open architecture.

    Reactive responses to physical security incidents

    April 1995

    Target: Alfred P. Murrah Federal Building, Oklahoma, US. Method: Bombing. Impact: Destroyed structure of 17 federal agencies, 168 casualties, over 800 injuries. Result: Creation of Interagency Security Committee (ISC) in Executive Order 12977 and “Vulnerability Assessment of Federal Facilities” standard.
    (Source: Office of Research Services, 2017)

    April 2013

    Target: Pacific Gas & Electric’s Metcalf Substation, California, US. Method: Sniper attack. Impact: Out of 21 power transformers, 17 were damaged. Result: Creation of Senate Bill No. 699 and NERC- CIP-014 standard.
    (Source: T&D World, 2023)

    Sep. 2022

    Target: Nord Stream gas pipelines connecting Russia to Germany, Baltic sea. Method: Detonations. Impact: Methane leaks (~300,000 tons) at four exclusive economic zones (two in Denmark and two in Sweden). Result: Sweden’s Security Service investigation.
    (Source: CNBC News, 2022)

    Dec. 2022

    Target: Duke Energy Substation, North Carolina, US. Method: Gunfire. Impact: Power outages of ~40,000 customers and wastewater pumps in sewer lift stations down. Result: State of emergency was declared.
    (Source: CBS News, 2022)

    Info-Tech Insight

    When it comes to physical security, we have been mostly reactive. Typically the pattern starts with physical attacks. Next, the impacted organization mitigates the incidents. Finally, new government regulatory measures or private sector or professional association standards are put in place. We must strive to change our pattern to become more proactive.

    Physical security market forecast and top physical security challenges

    Physical security market forecast
    (in billions USD)

    A forecast by MarketsandMarkets projected growth in the physical security market, using historical data from 2015 until 2019, with a CAGR of 6.4% globally and 5.2% in North America.

    A forecast by MarketsandMarkets projected growth in the physical security market, using historical data from 2015 until 2019, with a CAGR of 6.4% globally and 5.2% in North America.

    Source: MarketsandMarkets, 2022

    Top physical security challenges

    An Ontic survey (N=359) found that threat data management (40%) was the top physical security challenge in 2022, up from 33% in 2021, followed by physical security threats to the C-suite and company leadership (35%), which was a slight increase from 2021. An interesting decrease is data protection and privacy (32%), which dropped from 36% in 2021.

    An Ontic survey (N=359) found that threat data management (40%) was the top physical security challenge in 2022, up from 33% in 2021, followed by physical security threats to the C-suite and company leadership (35%), which was a slight increase from 2021. An interesting decrease is data protection and privacy (32%), which dropped from 36% in 2021.

    Source: Ontic Center for Protective Intelligence, 2022

    Info-Tech Insight

    The physical security market is growing in systems and services, especially the integration of threat data management with cybersecurity.

    Top physical security initiatives and operations integration investments

    We know the physical security challenges and how the physical security market is growing, but what initiatives are driving this growth? These are the top physical security initiatives and top investments for physical security operations integration:

    Top physical security initiatives

    The number one physical security initiative is integrating physical security systems. Other initiatives with similar concerns included data and cross-functional integration

    A survey by Brivo asked 700 security professionals about their top physical security initiatives. The number one initiative is integrating physical security systems. Other initiatives with similar concerns included data and cross-functional integration.

    Source: Brivo, 2022

    Top investments for physical security operations integration

    The number one investment is on access control systems with software to identify physical threat actors. Another area with similar concern is integration of digital physical security with cybersecurity.

    An Ontic survey (N=359) on areas of investment for physical security operations integration shows the number one investment is on access control systems with software to identify physical threat actors. Another area with similar concern is integration of digital physical security with cybersecurity.

    Source: Ontic Center for Protective Intelligence, 2022

    Evaluate security integration opportunities with these guiding principles

    Opportunity focus

    • Identify the security integration problems to solve with visible improvement possibilities
    • Don’t choose technology for technology’s sake
    • Keep an eye to the future
    • Use strategic foresight

    Piece by piece

    • Avoid taking a big bang approach
    • Test technologies in multiple conditions
    • Run inexpensive pilots
    • Increase flexibility
    • Build a technology ecosystem

    Buy-in

    • Collaborate with stakeholders
    • Gain and sustain support
    • Maintain transparency
    • Increase uptake of open architecture

    Key Recommendations:

    Focus on your master plan

    Build a technology ecosystem

    Engage stakeholders

    Info-Tech Insight

    When looking for a quick win, consider learning the best internal or external practice. For example, in 1994 IBM reorganized its security operation by bringing security professionals and non-security professionals in one single structure, which reduced costs by approximately 30% in two years.

    Sources: Create and Implement an IoT Strategy, Info-Tech Research Group, 2022; Baker and Benny, 2013; Erich Krueger, Omaha Public Power District (contributor); Doery Abdou, March Networks Corporate (contributor)

    Case Study

    4Wall Entertainment – Asset Owner

    Industry: Architecture & Engineering
    Source: Interview

    4Wall Entertainment is quite mature in integrating its physical and information security; physical security has always been under IT as a core competency.

    4Wall Entertainment is a provider of entertainment lighting and equipment to event venues, production companies, lighting designers, and others, with a presence in 18 US and UK locations.

    After many acquisitions, 4Wall Entertainment needed to standardize its various acquired systems, including physical security systems such as access control. In its integrated security approach, IT owns the integrated security, but they interface with related entities such as HR, finance, and facilities management in every location. This allows them to obtain information such as holidays, office hours, and what doors need to be accessed as inputs to the security system and to get sponsorship in budgeting.

    In the past, 4Wall Entertainment tried delegating specific physical security to other divisions, such as facilities management and HR. This approach was unsuccessful, so IT took back the responsibility and accountability.

    Currently, 4Wall Entertainment works with local vendors, and its biggest challenge is finding third-party vendors that can provide nationwide support.

    In the future, 4Wall Entertainment envisions physical security modernization such as camera systems that allow more network accessibility, with one central system to manage and IoT device integration with SIEM and MDR.

    Results

    Lessons learned in integrating security from 4Wall Entertainment include:

    • Start with forming relationships with related divisions such as HR, finance, and facilities management to build trust and encourage sponsorship across management.
    • Create policies, procedures, and standards to deploy in various systems, especially when acquiring companies with low maturity in security.
    • Select third-party providers that offer the required functionalities, good customer support, and standard systems interoperability.
    • Close skill gaps by developing training and awareness programs for users, especially for newly acquired systems and legacy systems, or by acquiring expertise from consulting services.
    • Complete cost-benefit analysis for solutions on legacy systems to determine whether to keep them and create interfacing with other systems, upgrade them, or replace them entirely with newer systems.
    • Delegate maintenance of specific highly regulated systems, such as fire alarms and water sprinklers, to facilities management.
    Integration of Physical and Information Security Framework. Inputs: Integrated Items, Stakeholders, and Security Components. Phases, Outcomes and Benefits: Plan, Enhance and Monitor & Optimize.

    Tracking progress of physical and information security integration

    Physical security is often part of facilities management. As a result, there are interdependencies with both internal departments (such as IT, information security, and facilities) and external parties (such as third-party vendors). IT leaders, security leaders, and operational leaders should keep the big picture in mind when designing and implementing integration of physical and information security. Use this checklist as a tool to track your security integration journey.

    Plan

    • Engage stakeholders and justify value for the business.
    • Define roles and responsibilities.
    • Establish/update governance for integrated security.
    • Identify integrated elements and compliance obligations.

    Enhance

    • Determine the level of security maturity and update security strategy for integrated security.
    • Assess and treat risks of integrated security.
    • Establish/update integrated physical and information security policies and procedures.
    • Update incident response, disaster recovery, and business continuity plan.

    Monitor & Optimize

    • Identify skill requirements and close skill gaps for integrating physical and information security.
    • Design and deploy integrated security architecture and controls.
    • Establish, monitor, and report integrated security metrics on effectiveness and efficiency.

    Benefits of the security integration framework

    Today’s matured technology makes security integration possible. However, the governance and management of single integrated security presents challenges. These can be overcome using a multi-phased framework that enables a modular, incremental, and repeatable integration process, starting with planning to justify the value of investment, then enhancing the integrated security based on risks and open architecture. This is followed by using metrics for monitoring and optimization.

    1. Modular

      • Implementing a consolidated security strategy is complex and involves the integration of process, software, data, hardware, and network and infrastructure.
      • A modular framework will help to drive value while putting in appropriate guardrails.
    2. Incremental

      • Integration of physical security and information security involves many components such as security strategy, risk management, and security policies.
      • An incremental framework will help track, manage, and maintain each step while providing appropriate structure.
    3. Repeatable

      • Integration of physical security and information security is a journey that can be approached with a pilot program to evaluate effectiveness.
      • A repeatable framework will help to ensure quick time to value and enable immediate implementation of controls to meet operational and security requirements.

    Potential risks of the security integration framework

    Just as medicine often comes with side effects, our Integration of Physical and Information Security Framework may introduce risks too. However, as John F. Kennedy, thirty-fifth president of the United States, once said, "There are risks and costs to a program of action — but they are far less than the long-range cost of comfortable inaction."

    Plan Phase

    • Lack of transparency in the integration process can lead to lack of trust among stakeholders.
    • Lack of support from leadership results in unclear governance or lack of budget or human resources.
    • Key stakeholders leave the organization during the engagement and their replacements do not understand the organization’s operation yet.

    Enhance Phase

    • The risk assessment conducted focuses too much on IT risk, which may not always be applicable to physical security systems nor OT systems.
    • The integrated security does not comply with policies and regulations.

    Monitor and Optimize Phase

    • Lack of knowledge, training, and awareness.
    • Different testing versus production environments.
    • Lack of collected or shared security metrics.

    Data

    • Data quality issues and inadequate data from physical security, information security, and other systems, e.g. OT, IoT.
    • Too much data from too many tools are complex and time consuming to process.

    Develop an integration of information security, physical security, and personnel security that meets your organization’s needs

    Integrate security in people, process, and technology to improve your overall security posture

    Having siloed systems running security is not beneficial. Many organizations are realizing the benefits of consolidating into a single platform across physical security, cybersecurity, HR, legal, and compliance.

    Plan and engage stakeholders

    Assemble the right team to ensure the success of your integrated security ecosystem, decide the governance model, and clearly define the roles and responsibilities.

    Enhance strategy and risk management

    Strategically, we want a physical security system that is interoperable with most technologies, flexible with minimal customization, functional, and integrated, despite the challenges of proprietary configurations, complex customization, and silos.

    Monitor and optimize

    Find the most optimized architecture that is strategic, realistic, and based on risk. Next, perform an evaluation of the security systems and program by understanding what, where, when, and how to measure and to report the relevant metrics.

    Focus on master plan

    Identify the security integration problems to solve with visible improvement possibilities, and don’t choose technology for technology’s sake. Design first, then conduct market research by comparing products or services from vendors or manufacturers.

    Build a technology ecosystem

    Avoid a big bang approach and test technologies in multiple conditions. Run inexpensive pilots and increase flexibility to build a technology ecosystem.

    Deliverables

    Each step of this framework is accompanied by supporting deliverables to help you accomplish your goals:

    Integrate Physical Security and Information Security Requirements Gathering Tool

    Map organizational goals to IT goals, facilities goals, OT goals (if applicable), and integrated security goals. Identify your security integration elements and compliance.

    Integrate Physical Security and Information Security RACI Chart Tool

    Identify various security integration stakeholders across the organization and assign tasks to suitable roles.

    Key deliverable:

    Integrate Physical Security and Information Security Communication Deck

    Present your findings in a prepopulated document that summarizes the work you have completed.

    Plan

    Planning is foundational to engage stakeholders. Start with justifying the value of investment, then define roles and responsibilities, update governance, and finally identify integrated elements and compliance obligations.

    Plan

    Engage stakeholders

    • To initiate communication between the physical and information security teams and other related divisions, it is important to identify the entities that would be affected by the security integration and involve them in the process to gain support from planning to delivery and maintenance.
    • Possible stakeholders:
      • Executive leadership, Facilities Management leader and team, IT leader, Security & Privacy leader, compliance officer, Legal, Risk Management, HR, Finance, OT leader (if applicable)
    • A successful security integration depends on aligning your security integration initiatives and migration plan to the organization’s objectives by engaging the right people to communicate and collaborate.

    Info-Tech Insight

    It is important to speak the same language. Physical security concerns safety and availability, while information security concerns confidentiality and integrity. Thus, the two systems have different goals and require alignment.

    Similarly, taxonomy of terminologies needs to be managed,1 e.g. facility management with an emergency management background may have a different understanding from a CISO with an information security background when discussing the same term. For example:

    In emergency management prevention means “actions taken to eliminate the impact of disasters in order to protect lives, property and the environment, and to avoid economic disruption.”2

    In information security prevention is “preventing the threats by understanding the threat environment and the attack surfaces, the risks, the assets, and by maintaining a secure system.”3

    Sources: 1 Owen Yardley, Omaha Public Power District (contributor); 2 Translation Bureau, Government of Canada, n.d.; 3 Security Intelligence, 2020


    Map organizational goals to integrated security goals

    Input

    • Corporate, IT, and Facilities strategies

    Output

    • Your goals for the integrated security strategy

    Materials

    • Integrate Physical Security and Information Security Requirements Gathering Tool

    Participants

    • Executive leadership
    • Facilities Management leader and team
    • IT leader
    • Security & Privacy leader
    • Compliance officer
    • Legal
    • Risk Management
    • HR & Finance
    • OT leader (if applicable)
    1. As a group, brainstorm organization goals.
      • Review relevant corporate, IT, and facilities strategies.
    2. Record the most important business goals in the “Goals Cascade” tab of the Integrate Physical Security and Information Security Requirements Gathering Tool. Try to limit the number of business goals to no more than ten goals. This limitation will be critical to helping focus on your integrated security goals.
    3. For each goal, identify one to two security alignment goals. These should be objectives for the security strategy that will support the identified organization goals.

    Download the Integrate Physical Security and Information Security Requirements Gathering Tool.

    Record organizational goals

    A table to identify Organization, IT, OT(if applicable), Facilities, and Security Goals Definitions.

    Refer to the Integration of Physical and Information Security Framework when filling in the table.

    1. Record your identified organizational goals in the “Goals Cascade” tab of the Integrate Physical Security and Information Security Requirements Gathering Tool.
    2. For each organizational goal, identify IT alignment goals.
    3. For each organizational goal, identify OT alignment goals (if applicable).
    4. For each organizational goal, identify Facilities alignment goals.
    5. For each organizational goal, select an integrated security goal from the drop-down menu.

    Justify value for the business

    Facilities in most cases have a team that is responsible for physical security installations such as access key controllers. Whenever there is an issue, they contact the provider to fix the error. However, with smart buildings and smart devices, the threat surface grows to include information security threats, and Facilities may not possess the knowledge and skills required to deal with them. At the same time, delegating physical security to IT may add more tasks to their already-too-long list of responsibilities. Consolidating security to a focused security team that covers both physical and information security can help.1 We need to develop the security integration business case beyond physical security "gates, guns, and guards" mentality.2

    An example of a cost-benefit analysis for security integration:

    Benefits

    Metrics

    Operational Efficiency and Cost Savings

    • Reduction in deployment, maintenance, and staff time in manual operations of physical security devices such as logs collection from analog cameras to be automated into digital.
    • Reduction in staffing costs by bringing physical security SOC and information security SOC in one single structure.

    Reliability Improvements

    • Reduction in field crew time by identifying hardware that can be virtualized to have a centralized remote control.
    • Improvement of operating reliability through continuous and real-time monitoring of equipment such as door access control systems and camera surveillance systems.

    Customers & Users Benefits

    • Improvement of customer safety for essential services such as access to critical locations only by authorized personnel.
    • Improvement of reliability of services and address human factor in adoption of change by introducing change as a friendly activity.

    Cost

    Metrics

    Equipment and Infrastructure

    • Upgrade of existing physical security equipment, e.g. replacement of separated access control, video management system (VMS), and physical access control system (PACS) with a unified security platform.
    • Implementation of communication network equipment and labor to install, configure, and maintain the new network component.

    Software and Commission

    • The software and maintenance fee as well as upgrade implementation project cost.
    • Labor cost of field commissioning and troubleshooting.
    • Integration with security systems, e.g. event and log management, continuous monitoring, and investigation.

    Support and Resources

    • Cost to hire/outsource security FTEs for ongoing management and operation of security devices, e.g. SOC, MSSP.
    • Cost to hire/outsource FTEs to analyze, design, and deploy the integrated security architecture, e.g. consulting fee.

    Sources: 1 Andrew Amaro, KLAVAN Security Services (contributor); 2 Baker and Benny, 2013;
    Industrial Control System Modernization, Info-Tech Research Group, 2023; Lawrence Berkeley National Laboratory, 2021

    Plan

    Define roles and responsibilities

    Input

    • List of relevant stakeholders

    Output

    • Roles and responsibilities for the integration of physical and information security program

    Materials

    • Integrate Physical Security and Information Security RACI Chart Tool

    Participants

    • Executive leadership
    • Facilities Management leader and team
    • HR & Finance
    • IT leader and team
    • OT leader and team
    • Security & Privacy leader and team

    Many factors impact an organization’s level of effectiveness as it relates to integration of physical and information security. How the team interacts, what skill sets exist, the level of clarity around roles and responsibilities, and the degree of executive support and alignment are only a few. Thus, we need to identify stakeholders that are:

    • Responsible: The person(s) who does the work to accomplish the activity; they have been tasked with completing the activity and/or getting a decision made.
    • Accountable: The person(s) who is accountable for the completion of the activity. Ideally, this is a single person and is often an executive or program sponsor.
    • Consulted: The person(s) who provides information. This is usually several people, typically called subject matter experts (SMEs).
    • Informed: The person(s) who is updated on progress. These are resources that are affected by the outcome of the activities and need to be kept up to date.

    Download the Integrate Physical Security and Information Security RACI Chart Tool

    Define RACI chart

    Define Responsible, Accountable, Consulted, Informed (RACI) stakeholders.

    1. Customize the Work Units to best reflect your operation with applicable stakeholders.
    2. Customize the Action rows as required.

    Integrate Physical Security and Information Security RACI Chart

    Sources: ISC, 2015; ISC, 2021

    Info-Tech Insight

    The roles and responsibilities should be clearly defined. For example, IT Security should be responsible for the installation and configuration of all physical access controllers and devices, and facility managers should be responsible for the physical maintenance including malfunctioning such as access device jammed or physically broken.

    Plan

    Establish/update governance for integrated security

    HR & Finance

    HR provides information such as new hires and office hours as input to the security system. Finance assists in budgeting.

    Security & Privacy

    The security and privacy team will need to evaluate solutions and enforce standards on various physical and information security systems and to protect data privacy.

    Business Leaders

    Business stakeholders will provide clarity for their strategy and provide input into how they envision security furthering those goals.

    IT Executives

    IT stakeholders will be a driving force, ensuring all necessary resources are available and funded.

    Facilities/ Operations

    Operational plans will include asset management, monitoring, and support to meet functional goals and manage throughout the asset lifecycle.

    Infrastructure & Enterprise Architects

    Each solution added to the environment will need to be chosen and architected to meet business goals and security functions.

    Info-Tech Insight

    Assemble the right team to ensure the success of your integrated security ecosystem and decide the governance model, e.g. security steering committee (SSC) or a centralized single structure.

    Adapted from Create and Implement an IoT Strategy, Info-Tech Research Group, 2022

    What does the SSC do?

    Ensuring proper governance over your security program is a complex task that requires ongoing care and feeding from executive management to succeed.

    Your SSC 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, IT, facilities management, and physical and information security strategies? The SSC 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 must 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 SSC should vet the organization’s systematic monitoring processes to ensure there is adherence to defined risk tolerance levels and 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.

    Adapted from Improve Security Governance With a Security Steering Committee , Info-Tech Research Group, 2018

    Plan

    Identify integrated elements and compliance obligations

    To determine what elements need to be integrated, it’s important to scope the security integration program and to identify the consequences of integration for compliance obligations.

    INTEGRATED ELEMENTS

    What are my concerns?

    Process integrations

    Determine which processes need to be integrated and how

    • Examples: Security prevention, detection, and response; risk assessment

    Software and data integration

    Determine which software and data need to be integrated and how

    • Examples: Threat management tools, SIEM, IDPS, security event logs

    Hardware integration

    Determine which hardware needs to be integrated and how

    • Examples: Sensors, alarms, cameras, keys, locks, combinations, and card readers

    Network and infrastructure

    Determine which network and infrastructure components need to be integrated and how

    • Example: Network segmentation for physical access controllers.

    COMPLIANCE

    How can I address my concerns?

    Regulations

    Adhere to mandatory laws, directives, industry standards, specific contractual obligations, etc.

    • Examples: NERC CIP (North American Utilities), Network and Information Security (NIS) Directive (EU), Health and Safety at Work etc Act 1974 (UK), Occupational Safety and Health Act, 1970 (US), Emergency Management Act, 2007 (Canada)

    Standards

    Adhere to voluntary standards and obligations

    • Examples: NIST Cybersecurity Framework (CSF), The Risk Management Process for Federal Facilities: An Interagency Security Committee Standard (US), Cybersecurity Maturity Model Certification (CMMC), Service Organization Control (SOC 1 and 2)

    Guidelines

    Adopt guidelines that can improve the integrated security program

    • Examples: Best Practices for Planning and Managing Physical Security Resources (US Interagency Security Committee), Information Security Manual - Guidelines for Physical Security (Australian Cyber Security Centre), 1402-2021-Guide for Physical Security of Electric Power Substations (IEEE)

    Record integrated elements

    Scope and Boundaries from the Integrate Physical Security and Information Security Requirements Gathering Tool.

    Refer to the “Scope” tab of the Integrate Physical Security and Information Security Requirements Gathering Tool when filling in the following elements.

    1. Record your integrated elements, i.e. process integration, software and data integration, hardware integration, network and infrastructure, and physical scope of your security integration, in the “Scope” tab of the Integrate Physical Security and Information Security Requirements Gathering Tool.
    2. For each of your scoping give the rationale for including them in the Comments column. Careful attention should be paid to any elements that are not in scope.

    Record your compliance obligations

    Refer to the “Compliance Obligations” tab of the Integrate Physical Security and Information Security Requirements Gathering Tool.

    1. Identify your compliance obligations. These can include both mandatory and voluntary obligations. Mandatory obligations include:
      • Laws
      • Government regulations
      • Industry standards
      • Contractual agreements
      Voluntary obligations include standards that the organization has chosen to follow for best practices and any obligations that are required to maintain certifications. Organizations will have many different compliance obligations. For the purposes of your integrated security, include those that include physical security requirements.
    2. Record your compliance obligations, along with any notes, in your copy of the Integrate Physical Security and Information Security Requirements Gathering Tool.
    3. Refer to the “Compliance DB” tab for lists of standards/regulations/ guidelines.
    The “Compliance Obligations” tab of the Integrate Physical Security and Information Security Requirements Gathering Tool.

    Remediate third-party compliance gaps

    If you have third-party compliance gaps, there are four primary ways to eliminate them:

    1. Find a New, Compliant Partner

      Terminate existing contract and find another organization to partner with.
    2. Bring the Capability In-House

      Expense permitting, this may be the best way to protect yourself.
    3. Demand Compliance

      Tell the third party they must become compliant. Make sure you set a deadline.
    4. Accept Noncompliance and Assume the Risk

      Sometimes remediation just isn’t cost effective and you have no choice.

    Follow Contracting Best Practices to Mitigate the Risk of Future Third-Party Compliance Gaps

    1. Perform Initial Due Diligence: Request proof of third-party compliance prior to entering into a contract.
    2. Perform Ongoing Due Diligence: Request proof of third-party contractor compliance annually.
    3. Contract Negotiation: Insert clauses requesting periodic assertions of compliance.

    View a sample contract provided by the US Department of Health and Human Services.

    Source: Take Control of Compliance Improvement to Conquer Every Audit, Info-Tech Research Group, 2015

    Pitfalls to avoid when planning security integration

    • No Resources Lineups

      Integration of security needs support from leadership, proper planning, and clear and consistent communication across the organization.
    • Not Addressing Holistic Security

      Create policies and procedures and follow standards that are holistic and based on threats and risks, e.g. consolidated access control policies.
    • Lack of Governance

      While the IT department is a critical partner in cybersecurity, the ownership of such a role sits squarely in the organizational C-suite, with regular reporting to the board of directors (if applicable).
    • Overlooking Business Continuity Effort

      IT and physical security are integral to business continuity and disaster recovery strategies.
    • Not Having Relevant Training and Awareness

      Provide a training and awareness program based on relevant attack vectors. Trained employees are key assets to the development of a safe and secure environment. They must form the base of your security culture.
    • Overbuilding or Underbuilding

      Select third-party providers that offer systems interoperability with other security tools. The intent is to promote a unified approach to security to avoid a cumbersome tooling zoo.

    Sources: Real Time Networks, 2022; Andrew Amaro, KLAVAN Security Services (contributor)

    Enhance

    Enhancing is the development of an integrated security strategy, policies, procedures, BCP, DR, and IR based on the organization’s risks.

    Enhance

    Determine the level of security maturity and update the security strategy

    • Before updating your security strategies, you need to understand the organization’s business strategies, IT strategies, facilities strategies, and physical and information security strategies. The goal is to align your integrated security strategies to contribute to your organization’s success.
    • The integrated security leaders need to understand the direction of the organization. For example:
      • Growth expectation
      • Expansions or mergers anticipation
      • Product or service changes
      • Regulatory requirements
    • Wise security investments depend on aligning your security initiatives to the organization’s objectives by supporting operational performance and ensuring brand protection and shareholder values.
    Integrated security strategies. Consists of an organization’s business strategies, IT strategies, facilities strategies, and physical and information security strategies.

    Sources: Amy L. Meger, Platte River Power Authority (contributor); Baker and Benny, 2013; IFSEC Global, 2023; Security Priorities 2023, Info-Tech Research Group, 2023; Build an Information Security Strategy, Info-Tech Research Group, 2020; ISC, n.d.

    Understanding security maturity

    Maturity models are very effective for determining security states. This table provides examples of general descriptions for physical and information security maturity levels.

    Determine which framework is suitable and select the description that most accurately reflects the ideal state for security in your organization.

    Level 1

    Level 2

    Level 3

    Level 4

    Level 5

    Minimum security with simple physical barriers. Low-level security to prevent and detect some unauthorized external activity. Medium security to prevent, detect, and assess most unauthorized external activity and some unauthorized internal activity. High-level security to prevent, detect, and assess most unauthorized external and internal activity. Maximum security to prevent, detect, assess, and neutralize all unauthorized external and internal activity.

    Physical security maturity level1

    Initial/Ad hoc security programs are reactive. Developing security programs can be effective at what they do but are not holistic. A defined security program is holistic, documented, and proactive. Managed security programs have robust governance and metrics processes. An optimized security program is based on strong risk management practices, including the production of key risk indicators (KRIs).

    Information security maturity level2

    Sources: 1 Fennelly, 2013; 2 Build an Information Security Strategy, Info-Tech Research Group, 2020

    Enhance

    Assess and treat integrated security risks

    The risk assessment conducted consists of analyzing existing inherent risks, existing pressure to the risks such as health and safety laws and codes of practice, new risks from the integration process, risk tolerance, and countermeasures.

    • Some organizations already integrate security into corporate security that consists of risk management, compliance, governance, information security, personnel security, and physical security. However, some organizations are still separating security components, especially physical security and information security, which limits security visibility and the organization’s ability to complete a comprehensive risks assessment.
    • Many vendors are also segregating physical security and information security solutions because their tools do well only on certain aspects. This forces organizations to combine multiple tools, creating a complex environment.
    • Additionally, risks related to people such as mental health issues must be addressed properly. The prevalence of hybrid work post-pandemic makes this aspect especially important.
    • Assess and treat risks based on the organization’s requirements, including its environments. For example, the US federal facility security organization is required to conduct risk assessments at least every five years for Level I (lowest risk) and Level II facilities and at least every three years for Level III, IV, and V (highest risk) facilities.

    Sources: EPA, n.d.; America's Water Infrastructure Act (AWIA), 2018; ISC, 2021

    “In 2022, 95% of US companies are consolidating into a single platform across physical security, cybersecurity, HR, legal and compliance.”

    Source: Ontic Center for Protective Intelligence, 2022; N=359

    Example risk levels

    The risk assessment conducted is based on a combination of physical and information security factors such as certain facilities factors. The risk level can be used to determine the baseline level of protection (LOP). Next, the baseline LOP is customized to the achievable LOP. The following is an example for federal facilities determined by Interagency Security Committee (ISC).

    Risk factor, points and score. Facility security level (FSL), level of risk, and baseline level of protection.

    Source: ISC, 2021

    Example assets

    It is important to identify the organization’s requirements, including its environments (IT, IoT, OT, facilities, etc.), and to measure and evaluate its risks and threats using an appropriate risk framework and tools with the critical step of identifying assets prior to acquiring solutions.

    Organizational requirements including its environments(IT, loT, OT, facilities, etc.)

    Info-Tech Insight

    Certain exceptions must be identified in risk assessment. Usually physical barriers such as gates and intrusion detection sensors are considered as countermeasures,1 however, under certain assessment, e.g. America's Water Infrastructure Act (AWIA),2 physical barriers are also considered assets and as such must also be assessed.

    Compromising a fingerprint scanner

    An anecdotal example of why physical security alone is not sufficient.

    Biometrics: secure access and data security.

    Image by Rawpixel.com on Freepik

    Lessons learned from using fingerprints for authentication:

    • Fingerprint scanners can be physically circumvented by making a copy an authorized user’s fingerprint with 3D printing or even by forcefully amputating an authorized user’s finger.
    • Authorized users may not be given access when the fingerprint cannot be recognized, e.g. if the finger is covered by bandage due to injury.
    • Integration with information security may help detect unauthorized access, e.g. a fingerprint being scanned in a Canadian office when the same user was scanned at a close time interval from an IP in Europe will trigger an alert of a possible incident.

    Info-Tech Insight

    In an ideal world, we want a physical security system that is interoperable with all technologies, flexible with minimal customization, functional, and integrated. In the real world, we may have physical systems with proprietary configurations that are not easily customized and siloed.

    Source: Robert Dang, Info-Tech Research Group

    Use case: Microchip implant

    Microchip implants can be used instead of physical devices such as key cards for digital identity and access management. Risks can be assessed using quantitative or qualitative approaches. In this use case a qualitative approach is applied to impact and likelihood, and a quantitative approach is applied to revenue and cost.

    Asset: Microchip implant

    Benefits

    Impact

    • Improve user satisfaction by removing the need to carry key cards, IDs, etc.
    • Improve operating reliability by reducing the likelihood of losing physical devices such as key cards.
    • Improve reliability of services through continuous and real-time connection with other systems such as payment system.

    Likelihood

    • Improve user satisfaction: High
    • Improve operating reliability: High
    • Improve reliability of services: High

    Revenue

    • Acquire new customers or retain existing customers by making daily lives easier with no need to carry key cards, IDs, etc.
    • Cost reduction in staffing of security personnel, e.g. reducing the staffing of building guards or receptionist.

    Risks

    Impact

    • Security: issues such as biohacking of wearable technology and interconnected devices.
    • Safety: issues such as infections or reactions in the body's immune system.
    • Privacy: issues such as unauthorized surveillance and tracking of activities.

    Likelihood

    • Biohacking: Medium
    • Infections: Low
    • Surveillance: High

    Cost

    • Installation costs and hardware costs.
    • Overall lifecycle cost including estimated software and maintenance costs.
    • Estimated cost of training and estimated increase in productivity.

    Sources: Business Insider, 2018; BBC News, 2022; ISC, 2015

    Enhance

    Update integrated security policies and procedures

    Global policies with local implementation

    This model works for corporate groups with a parent company. In this model, global security policies are developed by a parent company and local policies are applied to the unique business that is not supported by the parent company.

    Update of existing security policies

    This model works for organizations with sufficient resources. In this model, integrated security policies are derived from various policies. For example, physical security in smart buildings/devices (sensors, automated meters, HVAC, etc.) and OT systems (SCADA, PLCs, RTUs, etc.) introduce unique risk exposures, necessitating updates to security policies.

    Customization of information security policies

    This model works for smaller organizations with limited resources. In this model, integrated security policies are derived from information security policies. The issue is when these policies are not applicable to physical security systems or other environments, e.g. OT systems.

    Sources: Kris Krishan, Waymo (contributor); Isabelle Hertanto, Info-Tech Research Group (contributor); Physical and Environmental Security Policy Template, Info-Tech Research Group, 2022.

    Enhance

    Update BCP, DR, IR

    • Physical threats such as theft of material, vandalism, loitering, and the like are also part of business continuity threats.
    • These threats can be carried out by various means such as vehicles breaching perimeter security, bolt cutters used for cutting wire and cable, and ballistic attack.
    • Issues may occur when security operations are owned separately by physical security or information security, thus lacking consistent application of best practices.
    • To overcome this issue, organizations need to update BCP, DR, and IR holistically based on a cost-benefit analysis and the level of security maturity, which can be defined based on the suitable framework.

    Sources: IEEE, 2021; ISC, 2021

    “The best way to get management excited about a disaster plan is to burn down the building across the street.”

    Source: Dan Erwin, Security Officer, Dow Chemical Co., in Computerworld, 2022

    Optimize

    Optimizing means working to make the most effective and efficient use of resources, starting with identifying skill requirements and closing skill gaps, followed by designing and deploying integrated security architecture and controls, and finally monitoring and reporting integrated security metrics.

    Optimize

    Identify skill requirements and close skill gaps

    • The pandemic changed how people work and where they choose to work, and most people still want a hybrid work model. Our survey in July 2022 (N=516) found that 55.8% of employees have the option to work offsite 2-3 days per week, 21.0% can work offsite 1 day per week, and 17.8% can work offsite 4 days per week.
    • The investment (e.g. on infrastructure and networks) to initiate remote work was huge, and the costs didn’t end there; organizations needed to maintain the secure remote work infrastructure to facilitate the hybrid work model.
    • Moreover, roles are evolving due to convergence and modernization. These new roles require an integrative skill set. For example, the grid security and ops team might consist of an IT security specialist, a SCADA technician/engineer, and an OT/IIOT security specialist, where OT/IIOT security specialist is a new role.
    Identify skill gaps that hinder the successful execution of the hybrid work security strategy. Use the identified skill gaps to define the technical skill requirements for current and future work roles. Conduct a skills assessment on your current workforce to identify employee skill gaps. Decide whether to train (including certification), hire, contract, or outsource to close each skill gap.

    Strategic investment in internal security team

    Internal security governance and management using in-house developed tools or off-the-shelf solutions, e.g. security information and event management (SIEM).

    Security management using third parties

    Internal security management using third-party security services, e.g. managed security service providers (MSSPs).

    Outsourcing security management

    Outsourcing the entire security functions, e.g. using managed detection and response (MDR).

    Sources: Info-Tech Research Group’s Security Priorities 2023, Close the InfoSec Skills Gap, Build an IT Employee Engagement Program, and Grid Modernization

    Select the right certifications

    What are the options?

    • One issue in security certification is the complexity of relevancy in topics with respect to roles and levels.
    • The European Union Agency for Cybersecurity (ENISA) takes the approach of analyzing existing certifications of ICS/SCADA professionals' cybersecurity skills by orientation, scope, and supporting bodies that are grouped into specific certifications, relevant certifications, and safety certifications (ENISA, 2015).
    • This approach can also be applied to integrated security certifications.

    Physical security certification

    • Examples: Industrial Security Professional Certification (NCMS-ISP); Physical Security Professional (ASIS-PSP); Physical Security Certification (CDSE-PSC); ISC I-100, I-200, I-300, and I-400

    Cyber physical system security certification

    • Examples: Certified SCADA Security Architect (CSSA), EC-Council ICS/SCADA Cybersecurity Training Course

    Information security certification

    • Examples: Network and Information Security (NIS) Driving License, ISA/IEC 62443 Cybersecurity Certificate Program, GIAC Global Industrial Cyber Security Professional (GICSP)

    Safety Certifications

    • Examples: Board of Certified Safety Professionals (BCSP), European Network of Safety and Health Professional Organizations (ENSHPO)
    Table showing options for Certification orientation, scope and supporting bodies.

    Optimize

    Design and deploy integrated security architecture and controls

    • A survey by Brivo found that 38% of respondents have partly centralized security platforms, 25% have decentralized platforms, and 36% have centralized platforms (Brivo, 2022; N=700).
    • If your organization’s security program is still decentralized or partly centralized and your organization is planning to establish an integrated security program, then the recommendation is to perform a holistic risk assessment based on probability and impact assessments on threats and vulnerabilities.
    • The impacted factors, for example, are customers served, criticality of services, equipment present inside the building, personnel response time for operational recovery and the mitigation of hazards, and costs.
    • Frameworks such as Sherwood Applied Business Security Architecture (SABSA), Control Objectives for Information and Related Technologies (COBIT), and The Open Group Architecture Framework (TOGAF) can be used to build security architecture that aligns security goals with business goals.
    • Finally, analyze the security design against the design criteria.

    Sources: ISA and Honeywell Integrated Security Technology Lab, n.d.; IEEE, 2021

    “As long as organizations treat their physical and cyber domains as separate, there is little hope of securing either one.”

    Source: FedTech magazine, 2009

    Analyze architecture design

    Cloud, on-premises, or hybrid? During the pandemic, many enterprises were under tight deadlines to migrate to the cloud. Many did not refactor data and applications correctly for cloud platforms during migration, with the consequence of high cloud bills. This happened because the migrated applications cannot take advantage of on-premises capabilities such as autoscaling. Thus, in 2023, it is plausible that enterprises will bring applications and data back on-premises.

    Below is an example of a security design analysis of platform architecture. Design can be assessed using quantitative or qualitative approaches. In this example, a qualitative approach is applied using high-level advantages and disadvantages.

    Design criteria

    Cloud

    Hybrid

    On-premises

    Effort

    Consumer effort is within a range, e.g. < 60%

    Consumer effort is within a range e.g. < 80%

    100% organization

    Reliability

    High reliability

    High reliability

    Medium reliability that depends on data centers

    Cost

    High cost when data and applications are not correctly designed for cloud

    Optimized cost when data and applications are correctly designed either for cloud or native

    Medium cost when data and applications take advantage of on-prem capabilities

    Info-Tech Insight

    It is important for organizations to find the most optimized architecture to support them, for example, a hybrid architecture of cloud and on-premises based on operations and cost-effectiveness. To help design a security architecture that is strategic, realistic, and based on risk, see Info-Tech’s Identify the Components of Your Cloud Security Architecture research.

    Sources: InfoWorld, 2023; Identify the Components of Your Cloud Security Architecture , Info-Tech Research Group, 2021

    Analyze equipment design

    Below is an example case of a security design analysis of electronic security systems. Design can be assessed using quantitative or qualitative approaches. In this example a qualitative approach is applied using advantages and disadvantages.

    Surveillance design criteria

    Video camera

    Motion detector

    Theft of security system equipment

    Higher economic loss Lower economic loss

    Reliability

    Positive detection of intrusion Spurious indication and lower reliability

    Energy savings and bandwidth

    Only record when motion is detected Detect and process all movement

    Info-Tech Insight

    Once the design has been analyzed, the next step is to conduct market research to analyze the solutions landscape, e.g. to compare products or services from vendors or manufacturers.

    Sources: IEEE, 202; IEC, n.d.; IEC, 2013

    Analyze off-the-shelf solutions

    Criteria to consider when comparing solutions:

    Criteria to consider when comparing solutions: 1 - Visibility and asset management. 2 - Threat detection, mitigation and response. 3 - Risk assessment and vulnerability management. 4 - Usability, architecture, Cost.

    Visibility and Asset Management

    Passively monitoring data using various protocol layers, actively sending queries to devices, or parsing configuration files of physical security devices, OT, IoT, and IT environments on assets, processes, and connectivity paths.

    Threat Detection, Mitigation, and Response (+ Hunting)

    Automation of threat analysis (signature-based, specification-based, anomaly-based, flow-based, content-based, sandboxing) not only in IT but also in relevant environments, e.g. physical, IoT, IIoT, and OT on assets, data, network, and orchestration with threat intelligence sharing and analytics.

    Risk Assessment and Vulnerability Management

    Risk scoring approach (qualitative, quantitative) based on variables such as behavioral patterns and geolocation. Patching and vulnerability management.

    Usability, Architecture, Cost

    The user and administrative experience, multiple deployment options, extensive integration capabilities, and affordability.

    Source: Secure IT/OT Convergence, Info-Tech Research Group, 2022

    Optimize

    Establish, monitor, and report integrated security metrics

    Security metrics serve various functions in a security program.1 For example:

    • As audit requirements. For integrated security, the requirements are derived from mandatory or voluntary compliance, e.g. NERC CIP.
    • As an indicator of maturity level. For integrated security, maturity level is used to measure the state of security, e.g. C2M2, CMMC.
    • As a measurement of effectiveness and efficiency. Security metrics consist of operational metrics, financial metrics, etc.

    Safety

    Physical security interfaces with the physical world. Thus, metrics based on risks related to safety are crucial. These metrics motivate personnel by making clear why they should care about security.
    Source: EPRI, 2017

    Business Performance

    The impact of security on the business can be measured with various metrics such as operational metrics, service level agreements (SLAs), and financial metrics.
    Source: BMC, 2022

    Technology Performance

    Early detection leads to faster remediation and less damage. Metrics such as maximum tolerable downtime (MTD) and mean time to recovery (MTR) indicate system reliability.
    Source: Dark Reading, 2022

    Security Culture

    Measure the overall quality of security culture with indicators such as compliance and audit, vulnerability management, and training and awareness.

    Info-Tech Insight

    Security failure can be avoided by evaluating the security systems and program. Security evaluation requires understanding what, where, when, and how to measure and to report the relevant metrics.

    Related Info-Tech Research

    Secure IT/OT Convergence

    The previously entirely separate OT ecosystem is migrating into the IT ecosystem, primarily to improve access via connectivity and to leverage other standard IT capabilities for economic benefit.

    Hence, IT and OT need to collaborate, starting with communication to build trust and to overcome their differences and followed by negotiation on components such as governance and management, security controls on OT environments, compliance with regulations and standards, and establishing metrics for OT security.

    Preparing for Technology Convergence in Manufacturing

    Information technology (IT) and operational technology (OT) teams have a long history of misalignment and poor communication.

    Stakeholder expectations and technology convergence create the need to leave the past behind and build a culture of collaboration.

    Build an Information Security Strategy

    Info-Tech has developed a highly effective approach to building an information security strategy – an approach that has been successfully tested and refined for over seven years with hundreds of organizations.

    This unique approach includes tools for ensuring alignment with business objectives, assessing organizational risk and stakeholder expectations, enabling a comprehensive current-state assessment, prioritizing initiatives, and building a security roadmap.

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    Meredith, Sam. "All you need to know about the Nord Stream gas leaks - and why Europe suspects 'gross sabotage'." CNBC, 11 Oct. 2022. Accessed 20 Jan. 2023.

    Nicaise, Vincent. "EU NIS2 Directive: what’s changing?" Stormshield, 20 Oct. 2022. Accessed 17 Nov. 2022.

    "NIST SP 800-53 Rev. 5 Security and Privacy Controls for Information Systems and Organizations." The National Institute of Standards and Technology (NIST), 13 Jul. 2022. Accessed 27 Jan. 2023.

    "North American Electric Reliability Corporation Critical Infrastructure Protection (NERC CIP) Series." NERC. Accessed 23 Jan. 2023.

    "North America Physical Security Market - Global Forecast to 2026." MarketsandMarkets, June 2021. Accessed 30 Dec. 2022.

    "NSTISSI No. 4011 National Training Standard For Information Systems Security (InfoSec) Professionals." The United States Committee on National Security Systems (CNSS), 20 Jun. 1994. Accessed 23 Jan. 2023.

    "Occupational Safety and Health Administration (OSH) Act of 1970." The United States Department of Labor. Accessed 23 Jan. 2023.

    Palter, Jay. "10 Mistakes Made in Designing a Physical Security Program." Real Time Networks, 7 Sep. 2022. Accessed 6 Jan. 2023.

    Parker, Donn. Fighting Computer Crime. John Wiley & Sons, 1998.

    Pathak, Parag. "What Is Threat Management? Common Challenges and Best Practices." Security Intelligence, 2020. Accessed 5 Jan. 2023.

    Pender-Bey, Georgie. "The Parkerian Hexad." Lewis University, 2012. Accessed 24 Jan. 2023.

    Philippou, Oliver. "2023 Trends to Watch: Physical Security Technologies." Omdia. Accessed 20 Jan. 2023.

    Phinney, Tom. "IEC 62443: Industrial Network and System Security." ISA and Honeywell Integrated Security Technology Lab. Accessed 30 Jan. 2023.

    "Physical Security Market, with COVID-19 Impact Analysis - Global Forecast to 2026." MarketsandMarkets, Jan. 2022. Accessed 30 Dec. 2022.

    "Physical Security Professional (PSP)" ASIS International. Accessed 17 Jan. 2023.

    "Physical Security Systems (PSS) Assessment Guide" The United States' Department of Energy (DOE), Dec. 2016. Accessed 23 Jan. 2023.

    "Policies, Standards, Best Practices, Guidance, and White Papers." Interagency Security Committee (ISC). Accessed 23 Jan. 2023.

    "Profiles, Add-ons and Specifications." ONVIF. Accessed 9 Dec. 2022.

    "Protective Security Policy Framework (PSPF)." The Australian Attorney-General's Department (AGD). Accessed 13 Jan. 2023.

    "Satellites detect methane plume in Nord Stream leak." The European Space Agency (ESA), 6 oct. 2022. Accessed 23 Jan. 2023.

    ""Satellites detect methane plume in Nord Stream leak." The European Space Agency (ESA), 6 oct. 2022. Accessed 23 Jan. 2023.

    Satgunananthan, Niru. "Challenges in Security Convergence?" LinkedIn, 8 Jan. 2022. Accessed 20 Dec. 2022.

    Sooknanan, Shastri and Isaac Kinsella. "Identify the Components of Your Cloud Security Architecture." Info-Tech Research Group, 12 March 2021. Accessed 26 Jan. 2023.

    "TC 79 Alarm and electronic security systems." International Electrotechnical Commission (IEC), n.d. Accessed 9 Dec. 2022.

    "The Risk Management Process for Federal Facilities: An Interagency Security Committee Standard." Interagency Security Committee (ISC), 2021. Accessed 26 Jan. 2023.

    "The Short Guide to Why Security Programs Can Fail." CyberTalk, 23 Sep. 2021. Accessed 30 Dec. 2022.

    Verton, Dan. "Companies Aim to Build Security Awareness." Computerworld, 27 Nov. 2022. Accessed 26 Jan. 2023.

    "Vulnerability Assessment of Federal Facilities." The United States' Department of Justice, 28 Jun. 1995. Accessed 19 Jan. 2023.

    "What is IEC 61508?" 61508 Association. Accessed 23 Jan. 2023.

    Wolf, Gene. "Better Include Physical Security With Cybersecurity." T&D World 5 Jan. 2023. Accessed 19 Jan. 2023.

    Wood, Kate, and Isaac Kinsella. “Build an Information Security Strategy.” Info-Tech Research Group, 9 Sept. 2020. Web.

    Woolf, Tim, et al. "Benefit-Cost Analysis for Utility-Facing Grid Modernization Investments: Trends, Challenges, and Considerations." Lawrence Berkeley National Laboratory, Feb. 2021. Accessed 15 Nov. 2022.

    "Work Health and Safety Act 2011." The Australian Government. Accessed 13 Jan. 2023.

    Wu, Jing. “Industrial Control System Modernization: Unlock the Value of Automation in Utilities.” Info-Tech Research Group, 6 April 2023. Web.

    Research Contributors and Experts

    Amy L. Meger, IGP

    Information and Cyber Governance Manager
    Platte River Power Authority

    Andrew Amaro

    Chief Security Officer (CSO) & Founder
    KLAVAN Security

    Bilson Perez

    IT Security Manager
    4Wall Entertainment

    Dan Adams

    VP of Information Technology
    4Wall Entertainment

    Doery Abdou

    Senior Manager
    March Networks Corporate

    Erich Krueger

    Manager of Security Engineering
    Omaha Public Power District

    Kris Krishan

    Head of IT
    Waymo

    Owen Yardley

    Director, Facilities Security Preparedness
    Omaha Public Power District

    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.

    Lay the Strategic Foundations of Your Applications Team

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    • Parent Category Name: Architecture & Strategy
    • Parent Category Link: /architecture-and-strategy
    • As an application leader, you are expected to quickly familiarize yourself with the current state of your applications environment.
    • You need to continuously demonstrate effective leadership to your applications team while defining and delivering a strategy for your applications department that will be accepted by stakeholders.

    Our Advice

    Critical Insight

    • The applications department can be viewed as the face of IT. The business often portrays the value of IT through the applications and services they provide and support. IT success can be dominantly driven by the application team’s performance.
    • Conflicting perceptions lead to missed opportunities. Being transparent on how well applications are supporting stakeholders from both business and technical perspectives is critical. This attribute helps validate that technical initiatives are addressing the right business problems or exploiting new value opportunities.

    Impact and Result

    • Get to know what needs to be changed quickly. Use Info-Tech’s advice and tools to perform an assessment of your department’s accountabilities and harvest stakeholder input to ensure that your applications operating model and portfolio meets or exceeds expectations and establishes the right solutions to the right problems.
    • Solidify the applications long-term strategy. Adopt best practices to ensure that you are striving towards the right goals and objectives. Not only do you need to clarify both team and stakeholder expectations, but you will ultimately need buy-in from them as you improve the operating model, applications portfolio, governance, and tactical plans. These items will be needed to develop your strategic model and long-term success.
    • Develop an action plan to show movement for improvements. Hit the ground running with an action plan to achieve realistic goals and milestones within an acceptable timeframe. An expectations-driven roadmap will help establish the critical structures that will continue to feed and grow your applications department.

    Lay the Strategic Foundations of Your Applications Team Research & Tools

    Start here – read the Executive Brief

    Read our concise Executive Brief to find out why you should develop an applications 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. Get to know your team

    Understand your applications team.

    • Lay the Strategic Foundations of Your Applications Team – Phase 1: Get to Know Your Team
    • Applications Strategy Template
    • Applications Diagnostic Tool

    2. Get to know your stakeholders

    Understand your stakeholders.

    • Lay the Strategic Foundations of Your Applications Team – Phase 2: Get to Know Your Stakeholders

    3. Develop your applications strategy

    Design and plan your applications strategy.

    • Lay the Strategic Foundations of Your Applications Team – Phase 3: Develop Your Applications Strategy
    [infographic]

    Workshop: Lay the Strategic Foundations of Your Applications Team

    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 Get to Know Your Team

    The Purpose

    Understand the expectations, structure, and dynamics of your applications team.

    Review your team’s current capacity.

    Gauge the team’s effectiveness to execute their operating model.

    Key Benefits Achieved

    Clear understanding of the current responsibilities and accountabilities of your teams.

    Identification of improvement opportunities based on your team’s performance.

    Activities

    1.1 Define your team’s role and responsibilities.

    1.2 Understand your team’s application and project portfolios.

    1.3 Understand your team’s values and expectations.

    1.4 Gauge your team’s ability to execute your operating model.

    Outputs

    Current team structure, RACI chart, and operating model

    Application portfolios currently managed by applications team and projects currently committed to

    List of current guiding principles and team expectations

    Team effectiveness of current operating model

    2 Get to Know Your Stakeholders

    The Purpose

    Understand the expectations of stakeholders.

    Review the services stakeholders consume to support their applications.

    Gauge stakeholder satisfaction of the services and applications your team provides and supports.

    Key Benefits Achieved

    Grounded understanding of the drivers and motivators of stakeholders that teams should accommodate.

    Identification of improvement opportunities that will increase the value your team delivers to stakeholders.

    Activities

    2.1 Understand your stakeholders and applications services.

    2.2 Define stakeholder expectations.

    2.3 Gauge stakeholder satisfaction of applications services and portfolio.

    Outputs

    Expectations stakeholders have on the applications team and the applications services they use

    List of applications expectations

    Stakeholder satisfaction of current operating model

    3 Develop Your Applications Strategy

    The Purpose

    Align and consolidate a single set of applications expectations.

    Develop key initiatives to alleviate current pain points and exploit existing opportunities to deliver new value.

    Create an achievable roadmap that is aligned to organizational priorities and accommodate existing constraints.

    Key Benefits Achieved

    Applications team and stakeholders are aligned on the core focus of the applications department.

    Initiatives to address the high priority issues and opportunities.

    Activities

    3.1 Define your applications expectations.

    3.2 Investigate your diagnostic results.

    3.3 Envision your future state.

    3.4 Create a tactical plan to achieve your future state.

    3.5 Finalize your applications strategy.

    Outputs

    List of applications expectations that accommodates the team and stakeholder needs

    Root causes to issues and opportunities revealed in team and stakeholder assessments

    Future-state applications portfolio, operating model, supporting people, process, and technologies, and applications strategic model

    Roadmap that lays out initiatives to achieve the future state

    Completed applications strategy

    Application Development Quality

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    • Parent Category Name: Applications
    • Parent Category Link: /applications
    Apply quality assurance across your critical development process steps to secure quality to product delivery

    Maximize Business Value From IT Through Benefits Realization

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    • member rating average dollars saved: 4 Average Days Saved
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    • Parent Category Name: IT Governance, Risk & Compliance
    • Parent Category Link: /it-governance-risk-and-compliance
    • IT and the business are often misaligned because business value is not well defined or communicated.
    • Decisions are made without a shared perspective of value. This results in cost misallocation and unexploited opportunities to improve efficiency and drive innovation.

    Our Advice

    Critical Insight

    • IT exists to provide business value and is part of the business value chain. Most IT organizations lack a way to define value, which complicates the process of making value-based strategic business decisions.
    • IT must link its spend to business value to justify its investments. IT doesn’t have an established process to govern benefits realization and struggles to demonstrate how it provides value from its investments.
    • Pursue value, not technology. The inability to articulate value leads to IT being perceived as a cost center.

    Impact and Result

    • Ensure there is a common understanding within the organization of what is valuable to drive growth and consistent strategic decision making.
    • Equip IT to evaluate, direct, and monitor investments to support the achievement of organizational values and business benefits.
    • Align IT spend with business value through an enhanced governance structure to achieve cost optimization. Ensure IT visibly contributes to the creation and maintenance of value.

    Maximize Business Value From IT Through Benefits Realization Research & Tools

    Start here – read the Executive Brief

    Read our concise Executive Brief to find out why you should establish a benefits realization process, 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 business value

    Ensure that all key strategic stakeholders hold a current understanding of what is valuable to the organization and a sense of what will be valuable based on future needs.

    • Maximize Business Value from IT Through Benefits Realization – Phase 1: Understand Business Value
    • Business Value Statement Template
    • Business Value Statement Example
    • Value Statement Email Communication Template
    • Feedback Consolidation Tool

    2. Incorporate benefits realization into governance

    Establish the process to evaluate spend on IT initiatives based on expected benefits, and implement the methods to monitor how well the initiatives achieve these benefits.

    • Maximize Business Value from IT Through Benefits Realization – Phase 2: Incorporate Benefits Realization into Governance
    • Business Value Executive Presentation Template

    3. Ensure an accurate reference of value

    Re-evaluate, on a consistent basis, the accuracy of the value drivers stated in the value statement with respect to the organization’s current internal and external environments.

    • Maximize Business Value from IT Through Benefits Realization – Phase 3: Ensure an Accurate Reference of Value
    [infographic]

    Workshop: Maximize Business Value From IT Through Benefits Realization

    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 Business Value

    The Purpose

    Establish the business value statement.

    Understand the importance of implementing a benefits realization process.

    Key Benefits Achieved

    Unified stakeholder perspectives of business value drivers

    Establish supporters of the initiative

    Activities

    1.1 Understand what governance is and how a benefits realization process in governance will benefit the company.

    1.2 Discuss the mission and vision of the company, and why it is important to establish the target state prior to defining value.

    1.3 Brainstorm and narrow down organization value drivers.

    Outputs

    Stakeholder buy-in on benefits realization process

    Understanding of interrelations of mission, vision, and business value drivers

    Final three prioritized value drivers

    Completed business value statement

    2 Incorporate Benefits Realization Into Governance

    The Purpose

    Establish the intake, assessment and prioritization, and output and monitoring processes that are involved with implementing benefits realization.

    Assign cut-over dates and accountabilities.

    Establish monitoring and tracking processes.

    Key Benefits Achieved

    A thorough implementation plan that can be incorporated into existing governance documents

    Stakeholder understanding of implemented process, process ownership

    Activities

    2.1 Devise the benefits realization process.

    2.2 Establish launch dates, accountabilities, and exception handling on processes.

    2.3 Devise compliance monitoring and exception tracking methods on the benefits realization process.

    Outputs

    Benefits realization process incorporated into governance documentation

    Actionable plan to implement benefits realization process

    Reporting processes to ensure the successful delivery of the improved governance process

    3 Ensure an Accurate Reference of Value

    The Purpose

    Implement a process to ensure that business value drivers remain current to the organization.

    Key Benefits Achieved

    Align IT with the business and business to its environment

    Activities

    3.1 Determine regular review cycle to reassess business value drivers.

    3.2 Determine the trigger events that may cause off-cycle revisits to value.

    3.3 Devise compliance monitoring on value definition.

    Outputs

    Agenda and tools to assess the business context to verify the accuracy of value

    List of possible trigger events specific to your organization

    Reporting processes to ensure the continuous adherence to the business value definition

    Manage Your Technical Debt

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    • Parent Category Name: Strategy and Organizational Design
    • Parent Category Link: /strategy-and-organizational-design
    • All organizations, of all sizes, have some amount of technical debt, but very few systematically track, manage, and communicate it.
    • Deferred project work is pushed over to operations, sometimes with little visibility or hand-off, where it gets deprioritized and lost.
    • IT doesn’t have the resources or authority to make needed changes to address the impact of tech debt and can’t make the case for improvement without good data on the problem.
    • Efforts to track technical debt get stuck in the weeds, don’t connect technical issues to business impact, and run out of steam.

    Our Advice

    Critical Insight

    • Technical debt is a type of technical risk, which in turn is business risk. The business, not IT, must make the decision to accept or mitigate risk – but IT must help the business make an informed decision.
    • There are two ways to keep your technical debt at a manageable level – effectively, to mitigate risk: either stop introducing new debt or start paying back what you already have.

    Impact and Result

    • Define and identify your technical debt. Focus on tech debt you think you can actually fix.
    • Conduct a streamlined and targeted business impact analysis to prioritize tech debt based on its ongoing business impact.
    • Identify options to better manage technical debt and present your findings to business decision makers.

    Manage Your Technical Debt Research & Tools

    Start here – read the Executive Brief

    Read our concise Executive Brief to understand the business case to manage technical debt, 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 your technical debt

    Define, identify, and organize your technical debt in preparation for the technical debt impact analysis.

    • Technical Debt Business Impact Analysis Tool

    2. Measure your technical debt

    Conduct a technical debt business impact analysis.

    • Roadmap Tool

    3. Manage your technical debt

    Identify options to resolve technical debt and summarize the challenge and potential solutions for business decision makers.

    • Technical Debt Executive Summary Presentation
    [infographic]

    Workshop: Manage Your Technical Debt

    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 and Identify Technical Debt

    The Purpose

    Create a working definition of technical debt and identify the technical debt in your environment.

    Key Benefits Achieved

    List your technical debt.

    Activities

    1.1 Develop a working definition for technical debt.

    1.2 Discuss your organization’s technical debt risk.

    1.3 Identify 5-10 high-impact technical debts to structure the impact analysis.

    Outputs

    Goals, opportunities, and constraints related to tech debt management

    A list of technical debt

    2 Measure Technical Debt

    The Purpose

    Conduct a more-objective assessment of the business impact of technical debt.

    Key Benefits Achieved

    Identify the most-critical technical debt in your environment, in terms of business risk.

    Activities

    2.1 Review and modify business impact scoring scales.

    2.2 Identify reasonable scenarios to structure the impact analysis.

    2.3 Apply the scoring scale to identify the business impact of each technical debt.

    Outputs

    Business impact scoring scales

    Scenarios to support the impact analysis

    Technical debt impact analysis

    3 Build a Roadmap to Manage Technical Debt

    The Purpose

    Leverage the technical debt impact analysis to identify, compare, and quantify projects that fix technical debt and projects that prevent it.

    Key Benefits Achieved

    Create your plan to manage technical debt.

    Activities

    3.1 Brainstorm projects and action items to manage and pay back critical technical debt. Prioritize projects and action items to build a roadmap.

    3.2 Identify three possible courses of action to pay back each critical technical debt.

    3.3 Identify immediate next steps to manage remaining tech debt and limit the introduction of new tech debt.

    Outputs

    Technical debt management roadmap

    Technical debt executive summary

    Immediate next steps to manage technical debt

    Select Your Data Platform

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    • Parent Category Name: Data Management
    • Parent Category Link: /data-management

    Every organization needs a data management (DM) platform that enables the DM capabilities required. This could be a daunting task because:

    • Every organization has a unique set of requirements for the DM platform.
    • Software products are difficult to compare because every vendor provides a unique set of features.
    • Software vendors are interested in getting as large a footprint as possible.
    • Some products from different categories offer the same functionalities.
    • Some products are just not compatible.

    Our Advice

    Critical Insight

    • Technology requirements start with the business goals.
    • Data platform selection should be based on common best practices and, at the same time, be optimized for the organization’s specific needs and goals and support an evolutionary platform development.
    • What is best for one organization may be totally unacceptable for another – all for very valid reasons.

    Impact and Result

    Understand your current environment and use proven reference architecture patterns to expedite building the data management platform that matches your needs.

    • Use a holistic approach.
    • Understand your goals and priorities.
    • Picture your target-state architecture.
    • Identify your current technology coverage.
    • Select the software covering the gaps in technology enablement based on feature/functional enablement descriptions as well as vendor and deployment preferences.

    Select Your Data Platform Research & Tools

    Start here – read the Executive Brief

    Read our concise Executive Brief to find out what challenges are typically in the way of designing a data platform, review Info-Tech’s methodology, and understand how we can support you in completing this project.

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

    1. Select your data platform

    Assess your current environment, find the right reference architecture pattern, and match identified capabilities with software features.

    • Data Platform Design Assessment
    • Reference Architecture Pattern

    Infographic

    Mitigate Key IT Employee Knowledge Loss

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    • Parent Category Name: Lead
    • Parent Category Link: /lead

    Seventy-four percent of organizations do not have a formal process for capturing and retaining knowledge - which, when lost, results in decreased productivity, increased risk, and money out the door.

    Our Advice

    Critical Insight

    • Seventy-four percent of organizations do not have a formal process for capturing and retaining knowledge – which, when lost, results in decreased productivity, increased risk, and money out the door. It’s estimated that Fortune 500 companies lose approximately $31.5 billion each year by failing to share knowledge.
    • Don’t follow a one-size-fits-all approach to knowledge transfer strategy! Right-size your approach based on your business goals.
    • Prioritize knowledge transfer candidates based on their likelihood of departure and the impact of losing that knowledge.
    • Select knowledge transfer tactics based on the type of knowledge that needs to be captured – explicit or tacit.

    Impact and Result

    Successful completion of the IT knowledge transfer project will result in the following outcomes:

    1. Approval for IT knowledge transfer project obtained.
    2. Knowledge and stakeholder risks identified.
    3. Effective knowledge transfer plans built.
    4. Knowledge transfer roadmap built.
    5. Knowledge transfer roadmap communicated and approval obtained.

    Mitigate Key IT Employee Knowledge Loss Research & Tools

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

    1. Mitigate Key IT Employee Knowledge Loss Deck – A step-by-step document that walks you through how to transfer knowledge on your team to mitigate risks from employees leaving the organization.

    Minimize risk and IT costs resulting from attrition through effective knowledge transfer.

    • Mitigate Key IT Employee Knowledge Loss Storyboard

    2. Project Stakeholder Register Template – A template to help you identify and document project management stakeholders.

    Use this template to document the knowledge transfer stakeholder power map by identifying the stakeholder’s name and role, and identifying their position on the power map.

    • Project Stakeholder Register Template

    3. IT Knowledge Transfer Project Charter Template – Define your project and lay the foundation for subsequent knowledge transfer project planning

    Use this template to communicate the value and rationale for knowledge transfer to key stakeholders.

    • IT Knowledge Transfer Project Charter Template

    4. IT Knowledge Transfer Risk Assessment Tool – Identify the risk profile of knowledge sources and the knowledge they have

    Use this tool to identify and assess the knowledge and individual risk of key knowledge holders.

    • IT Knowledge Transfer Risk Assessment Tool

    5. IT Knowledge Transfer Plan Template – A template to help you determine the most effective knowledge transfer tactics to be used for each knowledge source by listing knowledge sources and their knowledge, identifying type of knowledge to be transferred and choosing tactics that are appropriate for the knowledge type

    Use this template to track knowledge activities, intended recipients of knowledge, and appropriate transfer tactics for each knowledge source.

    • IT Knowledge Transfer Plan Template

    6. IT Knowledge Identification Interview Guide Template – A template that provides a framework to conduct interviews with knowledge sources, including comprehensive questions that cover what type of knowledge a knowledge source has and how unique the knowledge is

    Use this template as a starting point for managers to interview knowledge sources to extract information about the type of knowledge the source has.

    • IT Knowledge Identification Interview Guide Template

    7. IT Knowledge Transfer Roadmap Presentation Template – A presentation template that provides a vehicle used to communicate IT knowledge transfer recommendations to stakeholders to gain buy-in

    Use this template as a starting point to build your proposed IT knowledge transfer roadmap presentation to management to obtain formal sign-off and initiate the next steps in the process.

    • IT Knowledge Transfer Roadmap Presentation Template
    [infographic]

    Workshop: Mitigate Key IT Employee Knowledge Loss

    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.

    Further reading

    Mitigate Key IT Employee Knowledge Loss

    Transfer IT knowledge before it’s gone.

    EXECUTIVE BRIEF

    Executive Summary

    Your Challenge

    Common Obstacles

    Info-Tech’s Approach

    Seventy-four percent of organizations do not have a formal process for capturing and retaining knowledge1 which, when lost, results in decreased productivity, increased risk, and money out the door. You need to:

    • Build a strategic roadmap to retain and share knowledge.
    • Build a knowledge transfer strategy based on your organization’s business goals.
    • Increase departmental efficiencies through increased collaboration.
    • Retain key IT knowledge
    • Improve junior employee engagement by creating development opportunities.
    • Don’t follow a one-size fits all approach. Right-size your approach based on your organizational goals.
    • Prioritize knowledge transfer candidates based on their likelihood of departure and the impact of losing that knowledge.
    • What you’re transferring impacts how you should transfer it. Select knowledge transfer tactics based on the type of knowledge that needs to be captured – explicit or tacit.

    Our client-tested methodology and project steps allow you to tailor your knowledge transfer plan to any size of organization, across industries. Successful completion of the IT knowledge transfer project will result in the following outcomes:

    • Approval for IT knowledge transfer project obtained.
    • Knowledge and stakeholder risks identified.
    • Effective knowledge transfer plans built.
    • Knowledge transfer roadmap built.
    • Knowledge transfer roadmap communicated.

    Info-Tech Insight

    Seventy-four percent of organizations do not have a formal process for capturing and retaining knowledge which, when lost, results in decreased productivity, increased risk, and money out the door.1

    1 McLean & Company, 2016, N=120

    Stop your knowledge from walking out the door

    Today, the value of an organization has less to do with its fixed assets and more to do with its intangible assets. Intangible assets include patents, research and development, business processes and software, employee training, and employee knowledge and capability.

    People (and their knowledge and capabilities) are an organization’s competitive advantage and with the baby boomer retirement looming, organizations need to invest in capturing employee knowledge before the employees leave. Losing employees in key roles without adequate preparation for their departure has a direct impact on the bottom line in terms of disrupted productivity, severed relationships, and missed opportunities.

    Knowledge Transfer (KT) is the process and tactics by which intangible assets – expertise, knowledge, and capabilities – are transferred from one stakeholder to another. A well-devised knowledge transfer plan will mitigate the risk of knowledge loss, yet as many as 74%2 of organizations have no formal approach to KT – and it’s costing them money, reputation, and time.

    84%of all enterprise value on the S&P 500 is intangibles.3

    $31.5 billion lost annually by Fortune 500 companies failing to share knowledge. 1

    74% of organizations have no formal process for facilitating knowledge transfer. 2

    1 Shedding Light on Knowledge Management, 2004, p. 46

    2 McLean & Company, 2016, N=120

    3 Visual Capitalists, 2020

    Losing knowledge will undermine your organization’s strategy in four ways

    In a worst-case scenario, key employees leaving will result in the loss of valuable knowledge, core business relationships, and profits.

    1

    Inefficiency due to “reinvention of the wheel.” When older workers leave and don’t effectively transfer their knowledge, younger generations duplicate effort to solve problems and find solutions.

    2

    Loss of competitive advantage. What and who you know is a tremendous source of competitive edge. Losing knowledge and/or established client relationships hurts your asset base and stifles growth, especially in terms of proprietary or unique knowledge.

    3

    Reduced capacity to innovate. Older workers know what works and what doesn’t, as well as what’s new and what’s not. They can identify the status quo faster, to make way for novel thinking.

    4

    Increased vulnerability. One thing that comes with knowledge is a deeper understanding of risk. Losing knowledge can impede your organizational ability to identify, understand, and mitigate risks. You’ll have to learn through experience all over again.

    Are you part of the 74% of organizations with no knowledge transfer planning in place? Can you afford not to have it?

    Consider this:

    55-60

    67%

    78%

    $14k / minute

    the average age of mainframe workers – making close to 50% of workers over 60.2

    of Fortune 100 companies still use mainframes3 requiring. specialized skills and knowledge

    of CIOs report mainframe applications will remain a key asset in the next decade.1

    is the cost of mainframe outages for an average enterprise.1

    A system failure to a mainframe could be disastrous for organizations that haven’t effectively transferred key knowledge. Now think past the mainframe to key processes, customer/vendor relationships, legal requirements, home grown solutions etc. in your organization.

    What would knowledge loss cost you in terms of financial and reputational loss?

    Source: 1 Big Tech Problem as Mainframes Outlast Workforce

    Source: 2 IT's most wanted: Mainframe programmers

    Source: 3The State of the Mainframe, 2022

    Case Study

    Insurance organization fails to mitigate risk of employee departure and incurs costly consequences – in the millions

    INDUSTRY: Insurance

    SOURCE: ITRG Member

    Challenge

    Solution

    Results

    • A rapidly growing organization's key Senior System Architect unexpectedly fell ill and needed to leave the organization.
    • This individual had been with the organization for more than 25 years and was the primary person in IT responsible for several mission-critical systems.
    • Following this individual’s departure, one of the systems unexpectedly went down.
    • As this individual had always been the go-to person for the system, and issues were few and far between, no one had thought to document key system elements and no knowledge transfer had taken place.
    • The failed system cost the organization more than a million dollars in lost revenue.
    • The organization needed to hire a forensic development team to reverse engineer the system.
    • This cost the organization another $200k in consulting fees plus the additional cost of training existing employees on a system which they had originally been hoping to upgrade.

    Forward thinking organizations use knowledge transfer not only to avoid risks, but to drive IT innovation

    IT knowledge transfer is a process that, at its most basic level, ensures that essential IT knowledge and capabilities don’t leave the organization – and at its most sophisticated level, drives innovation and customer service by leveraging knowledge assets.

    Knowledge Transfer Risks:

    Knowledge Transfer Opportunities:

    ✗ Increased training and development costs when key stakeholders leave the organization.

    ✗ Decreased efficiency through long development cycles.

    ✗ Late projects that tie up IT resources longer than planned, and cost overruns that come out of the IT budget.

    ✗ Lost relationships with key stakeholders within and outside the organization.

    ✗ Inconsistent project/task execution, leading to inconsistent outcomes.

    ✗ IT losing its credibility due to system or project failure from lost information.

    ✗ Customer dissatisfaction from inconsistent service.

    ✓ Mitigated risks and costs from talent leaving the organization.

    ✓ Business continuity through redundancies preventing service interruptions and project delays.

    ✓ Operational efficiency through increased productivity by never having to start projects from scratch.

    ✓ Increased engagement from junior staff through development planning.

    ✓ Innovation by capitalizing on collective knowledge.

    ✓ Increased ability to adapt to change and save time-to-market.

    ✓ IT teams that drive process improvement and improved execution.

    Common obstacles

    In building your knowledge transfer roadmap, the size of your organization can present unique challenges

    How you build your knowledge transfer roadmap will not change drastically based on the size of your organization; however, the scope of your initiative, tactics you employ, and your communication plan for knowledge transfer may change.


    How knowledge transfer projects vary by organization size:

    Small Organization

    Medium Organization

    Large Organization

    Project Opportunities

    ✓ Project scope is much more manageable.

    ✓ Communication and planning can be more manageable.

    ✓ Fewer knowledge sources and receivers can clarify prioritization needs.

    ✓ Project scope is more manageable.

    ✓ Moderate budget for knowledge transfer activities.

    ✓ Communication and enforcement is easier.

    ✓ Budget available to knowledge transfer initiatives.

    ✓ In-house expertise may be available.

    Project Risks

    ✗ Limited resources for the project.

    ✗ In-house expertise is unlikely.

    ✗ Knowledge transfer may be informal and not documented.

    ✗ Limited overlap in responsibilities, resulting in fewer redundancies.

    ✗ Limited staff with knowledge transfer experience for the project.

    ✗ Knowledge assets are less likely to be documented.

    ✗ Knowledge transfer may be a lower priority and difficult to generate buy-in.

    ✗ More staff to manage knowledge transfer for, and much larger scope for the project.

    ✗ Impact of poor knowledge transfer can result in much higher costs.

    ✗Geographically dispersed business units make collaboration and communication difficult.

    ✗ Vast amounts of historical knowledge to capture.

    Capture both explicit and tacit knowledge

    Explicit

    Tacit

    • “What knowledge” – knowledge can be articulated, codified, and easily communicated.
    • Easily explained and captured – documents, memos, speeches, books, manuals, process diagrams, facts, etc.
    • Learn through reading or being told.
    • “How knowledge” – intangible knowledge from an individual’s experience that is more from the process of learning, understanding, and applying information (insights, judgments, and intuition).
    • Hard to verbalize, and difficult to capture and quantify.
    • Learn through observation, imitation, and practice.

    Types of explicit knowledge

    Types of tacit knowledge

    Information

    • Specialized technical knowledge.
    • Unique design capabilities/ methods/ models.
    • Legacy systems, details, passwords.
    • Special formulas/algorithms/ techniques/contacts.

    Process

    • Specialized research and development processes.
    • Proprietary production processes.
    • Decision-making processes.
    • Legacy systems.
    • Variations from documented processes.

    Skills

    • Techniques for executing on processes.
    • Relationship management.
    • Competencies built through deliberate practice enabling someone to act effectively.

    Expertise

    • Company history and values.
    • Relationships with key stakeholders.
    • Tips and tricks.
    • Competitor history and differentiators.

    Examples: reading music, building a bike, knowing the alphabet, watching a YouTube video on karate.

    Examples: playing the piano, riding a bike, reading or speaking a language, earning a black belt in karate.

    Knowledge transfer is not a one-size-fits-all project

    The image contains a picture of Info-Tech's Knowledge Transfer Maturity Model. Level 0: Accidental, goal is not prioritized. Level 1: Stabilize, goal is risk mitigation. Level 2: Proactive, goal is operational efficiency. Level 3: Knowledge Culture, goal is innovation & customer service.

    No formal knowledge transfer program exists; knowledge transfer is ad hoc, or may be conducted through an exit interview only.

    74% of organizations are at level 0.1

    At level one, knowledge transfer is focused around ensuring that high risk, explicit knowledge is covered for all high-risk stakeholders.

    Organizations have knowledge transfer plans for all high-risk knowledge to ensure redundancies exist and leverage this to drive process improvements, effectiveness, and employee engagement.

    Increase end-user satisfaction and create a knowledge value center by leveraging the collective knowledge to solve repeat customer issues and drive new product innovation.

    1 Source: McLean & Company, 2016, N=120

    Assess your fit for this blueprint by considering the following statements

    I’m an IT Leader who…

    Stabilize

    …has witnessed that new employees have recently left or are preparing to leave the organization, and worries that we don’t have their knowledge captured anywhere.

    …previously had to cut down our IT department, and as a result there is a lack of redundancy for tasks. If someone leaves, we don’t have the information we need to continue operating effectively.

    …is worried that the IT department has no succession planning in place and that we’re opening ourselves up to risk.

    Proactive

    …feels like we are losing productivity because the same problems are being solved differently multiple times.

    …worries that different employees have unique knowledge which is critical to performance and that they are the only ones who know about it.

    …has noticed that the processes people are using are different from the ones that are written down.

    …feels like the IT department is constantly starting projects from scratch, and employees aren’t leveraging each other’s information, which is causing inefficiencies.

    …feels like new employees take too long to get up to speed.

    …knows that we have undocumented systems and more are being built each day.

    Knowledge Culture

    …feels like we’re losing out on opportunities to innovate because we’re not sharing information, learning from others’ mistakes, or capitalizing on their successes.

    …notices that staff don’t have a platform to share information on a regular basis, and believes if we brought that information together, we would be able to improve customer service and drive product innovation.

    …wants to create a culture where employees are valued for their competencies and motivated to learn.

    …values knowledge and the contributions of my team.

    This blueprint can help you build a roadmap to resolve each of these pain points. However, not all organizations need to have a knowledge culture. In the next section, we will walk you through the steps of selecting your target maturity model based on your knowledge goals.

    Case Study

    Siemens builds a knowledge culture to drive customer service improvements and increases sales by $122 million

    INDUSTRY: Electronics Engineering

    SOURCE: KM Best Practices

    Challenge

    Solution

    Results

    • As a large electronics and engineering global company, Siemens was facing increased global competition.
    • There was an emphasized need for agility and specialized knowledge to remain competitive.
    • The new company strategy to address competitive forces focused on becoming a knowledge enterprise and improving knowledge-sharing processes.
    • New leadership roles were created to develop a knowledge management culture.
    • “Communities of practice” were created with the goal of “connecting people to people” by allowing them to share best practices and information across departments.
    • An internal information-sharing program was launched that combined chat, database, and search engine capabilities for 12,000 employees.
    • Employees were able to better focus on customer needs based on offering services and products with high knowledge content.
    • With the improved customer focus, sales increased by $122 million and there was a return of $10-$20 per dollar spent on investment in the communities of practice.

    Info-Tech’s approach

    Five steps to future-proof your IT team

    The five steps are in a cycle. The five steps are: Obtain approval for IT knowledge transfer project, Identify your  knowledge and stakeholder risks, Build knowledge transfer plans, Build your knowledge transfer roadmap, Communicate your knowledge transfer roadmap to stakeholders.

    The Info-Tech difference:

    1. Successfully build a knowledge transfer roadmap based on your goals, no matter what market segment or size of business.
    2. Increase departmental efficiencies through increased collaboration.
    3. Retain key IT knowledge.
    4. Improve junior employee engagement by creating development opportunities.

    Use Info-Tech tools and templates

    Project outcomes

    1. Approval for IT knowledge transfer project obtained

    2. Knowledge and stakeholder risks identified

    3. Tactics for individuals’ knowledge transfer identified

    4. Knowledge transfer roadmap built

    5. Knowledge transfer roadmap approved

    Info-Tech tools and templates to help you complete your project deliverables

    Project Stakeholder Register Template

    IT Knowledge Transfer Risk Assessment Tool

    IT Knowledge Identification Interview Guide Template

    Project Planning and Monitoring Tool

    IT Knowledge Transfer Roadmap Presentation Template

    IT Knowledge Transfer Project Charter Template

    IT Knowledge Transfer Plan Template

    Your completed project deliverables

    IT Knowledge Transfer Plans

    IT Knowledge Transfer Roadmap Presentation

    IT Knowledge Transfer Roadmap

    Info-Tech’s methodology to mitigate key IT employee knowledge loss

    1. Initiate

    2. Design

    3. Implement

    Phase Steps

    1. Obtain approval for IT knowledge transfer project.
    2. Identify your knowledge and stakeholder risks.
    1. Build knowledge transfer plans.
    2. Build your knowledge transfer roadmap.
    1. Communicate your knowledge transfer roadmap to stakeholders.

    Phase Outcomes

    • Approval for IT knowledge transfer project obtained.
    • Knowledge and stakeholder risks identified.
    • IT knowledge transfer project charter created.
    • Tactics for individuals’ knowledge transfer identified.
    • Knowledge transfer roadmap built.
    • IT knowledge transfer plans established.
    • IT Knowledge transfer roadmap presented.
    • Knowledge transfer roadmap approved.

    Blueprint deliverables

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

    IT Knowledge Transfer Project Charter

    Establish a clear project scope, decision rights, and executive sponsorship for the project.

    The image contains a screenshot of the IT Knowledge Transfer Project Charter.

    IT Knowledge Transfer Risk Assessment Tool

    Identify and assess the knowledge and individual risk of key knowledge holders.

    The image contains a screenshot of the IT Knowledge Transfer Risk Assessment Tool.

    IT Knowledge Identification Interview Guide

    Extract information about the type of knowledge sources have.

    The image contains a screenshot of the IT Knowledge Identification Interview Guide.

    IT Knowledge Transfer Roadmap Presentation

    Communicate IT knowledge transfer recommendations to stakeholders to gain buy-in.

    The image contains a screenshot of the IT Knowledge Transfer Roadmap Presentation.

    Key deliverable:

    IT Knowledge Transfer Plan

    Track knowledge activities, intended recipients, and appropriate transfer tactics for each knowledge source.

    The image contains a screenshot of the IT Knowledge Transfer Plan.

    Blueprint benefits

    IT Benefits

    Business Benefits

    • Business continuity through redundancies preventing service interruptions and project delays.
    • Operational efficiency through increased productivity by never having to start projects from scratch.
    • Increased engagement from junior staff through development planning.
    • IT teams that drive process improvement and improved execution.
    • Mitigated risks and costs from talent leaving the organization.
    • Innovation by capitalizing on collective knowledge.
    • Increased ability to adapt to change and save time-to-market.

    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: Structure the project. Discuss transfer maturity goal and metrics.

    Call #2: Build knowledge transfer plans.

    Call #3: Identify priorities & review risk assessment tool.

    Call #4: Build knowledge transfer roadmap. Determine logistics of implementation.

    Call #5: Determine logistics of 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 five to six calls.

    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

    Define the Current and Target State

    Identify Knowledge Priorities

    Build Knowledge Transfer Plans

    Define the Knowledge Transfer Roadmap

    Next Steps and
    Wrap-Up (offsite)

    Activities

    1.1 Have knowledge transfer fireside chat.

    1.2 Identify current and target maturity.

    1.3 Identify knowledge transfer metrics

    1.4 Identify knowledge transfer project stakeholders

    2.1 Identify your knowledge sources.

    2.2 Complete a knowledge risk assessment.

    2.3 Identify knowledge sources’ level of knowledge risk.

    3.1 Build an interview guide.

    3.2 Interview knowledge holders.

    4.1 Prioritize the sequence of initiatives.

    4.2 Complete the project roadmap.

    4.3 Prepare communication 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. Organizational benefits and current pain points of knowledge transfer.
    2. Identification of target state of maturity.
    3. Metrics for knowledge transfer.
    4. Project stakeholder register.
    1. List of high risk knowledge sources.
    2. Departure analysis.
    3. Knowledge risk analysis.
    1. Knowledge transfer interview guide.
    2. Itemized knowledge assets.
    1. Prioritized sequence based on target state maturity goals.
    2. Project roadmap.
    3. Communication deck.

    Phase #1

    Initiate your IT knowledge transfer project

    Phase 1

    Phase 2

    Phase 3

    1.1 Obtain approval for project

    1.2 Identify knowledge and stakeholder risks

    2.1 Build knowledge transfer plans

    2.2 Build knowledge transfer roadmap

    3.1 Communicate your roadmap

    This phase will walk you through the following activities:

    • Hold a working session with key stakeholders.
    • Identify your current state of maturity for knowledge transfer.
    • Identify your target state of maturity for knowledge transfer.
    • Define key knowledge transfer metrics.
    • Identify your project team and their responsibilities.
    • Build the project charter and obtain approval.

    This phase involves the following participants:

    • IT Leadership
    • Other key stakeholders

    Step 1.1

    Obtain Approval for Your IT Knowledge Transfer Project

    Activities

    1.1.1 Hold a Working Session With Key Stakeholders

    1.1.2 Conduct a Current and Target State Analysis.

    1.1.3 Identify Key Metrics

    1.1.4 Identify Your Project Team

    1.1.5 Populate an RACI

    1.1.6 Build the Project Charter and Obtain Approval

    Initiate Your IT Knowledge Transfer Project

    The primary goal of this section is to gain a thorough understanding of the reasons why your organization should invest in knowledge transfer and to identify the specific challenges to address.

    Outcomes of this step

    Organizational benefits and current pain points of knowledge transfer

    Hold a working session with the key stakeholders to structure the project

    Don’t build your project charter in a vacuum. Involve key stakeholders to determine the desired knowledge transfer goals, target maturity and KPIs, and ultimately build the project charter.

    Building the project charter as a group will help you to clarify your key messages and help secure buy-in from critical stakeholders up-front, which is key.

    In order to execute on the knowledge transfer project, you will need significant involvement from your IT leadership team. The trouble is that knowledge transfer can be inherently stressful for employees as it can cause concerns around job security. Members of your IT leadership team will also be individuals who need to participate in knowledge transfer, so get them involved upfront. The working session will help stakeholders feel more engaged in the project, which is pivotal for success.

    You may feel like a full project charter isn’t necessary, and depending on your organizational size, it might not be. However, the exercise of building the charter is important regardless. No matter your current climate, some level of socializing the value and plans for knowledge transfer will be necessary.

    Meeting Agenda

    1. Short project introduction
    2. Led by: Project Sponsor

    • Why the project was initiated.
  • Make the case for the project
  • Led by: Project Manager

    • Current state: What project does the project address?
    • Future state: What is our target state of maturity?
  • Success criteria
  • Led by: Project Manager

    • How will success be measured?
  • Define the project team
  • Led by: Project Manager

    • Description of planned project approach.
    • Stakeholder assessment.
    • What is required of the sponsor and stakeholders?
  • Determine next steps
  • Led by: Project Manager

    1.1.1 Key Stakeholder Working Session

    Identify the pain points you’re experiencing with knowledge transfer and some of the benefits which you’d like to see from a program to determine the key objectives By doing so, you’ll get a holistic view of what you need to achieve.

    Collect this information by:

    1. Asking the working group participants (as a whole or in smaller groups) to discuss pain points created by ineffective knowledge transfer practices.
    • Challenges related to stakeholders.
    • Challenges created by process issues.
    • Issues achieving the intended outcome due to ineffective knowledge transfer.
    • Difficulties improving knowledge transfer practices.
  • Discussing opportunities to be gained from improving these practices.
  • Having participants write these down on sticky notes and place them on a whiteboard or flip chart.
  • Reviewing all the points as a group and grouping challenges and benefits into themes.
  • Having the group prioritize the risks and benefits in terms of what the solution “must have,” “should have,” “could have,” and “won’t have.”
  • Documenting this in the IT Knowledge Transfer Charter template.
  • Input Output
    • Reasons for the project
    • Stakeholder requirements
    • Pain point and risks
    • Identified next steps
    • Target state
    • Completed IT Knowledge Transfer Charter
    Materials Participants
    • Agenda (see previous slide)
    • Sticky notes (optional)
    • Pens (optional)
    • Whiteboard (optional
    • Markers (optional)
    • IT leadership

    Examples of Possible Pain Points

    • Employees have recently left or are preparing to leave the organization, and we worry that we don’t have their knowledge captured anywhere.
    • We previously had to cut down our IT department, and as a result there is a lack of redundancy for tasks. If someone leaves, we don’t have the information we need to continue operating effectively.
    • We’re worried that the IT department has no succession planning in place and that we’re opening ourselves up to risk.
    • It feels like we are losing productivity because the same problems are being solved multiple times, differently.
    • We’re worried that different employees have unique knowledge which is critical to performance, and that they are the only ones who know about it.
    • We’ve noticed that the processes people are using are different from the ones that are written down.
    • It feels like the IT department is constantly starting projects from scratch and employees aren’t leveraging each other’s information, which is causing inefficiencies.
    • It feels like new employees take too long to get up to speed.
    • We know that we have undocumented systems and more are being built each day.
    • We feel like we’re losing out on opportunities to innovate because we’re not sharing information, learning from others’ mistakes, or capitalizing on their successes.
    • We’ve noticed that staff don’t have a platform to share information on a regular basis. We believe if we brought that information together, we would be better able to improve customer service and drive product innovation.
    • We want to create a culture where employees are valued for their competencies and motivated to learn.
    • We value knowledge and the contributions of our team.

    1.1.2 Conduct a Current and Target State Analysis

    Identify your current and target state of maturity

    How to determine your current and target state of maturity:

    1. Provide the previous two slides with the details of the maturity assessment to the group, to review.
    2. Ask each participant to individually determine what they think is the IT team’s current state of maturity. After a few minutes, discuss as a group and come to an agreement.
    3. Review each of the benefits and timing for each of the maturity levels. Compare the benefits listed to those that you named in the previous exercise and determine which maturity level best describes your target state.
    4. Discuss as a group and agree on one maturity level.
    5. Review the other levels of maturity and determine what is in and out of scope for the project (hint: higher level benefits would be considered out of scope). Document this in the IT Knowledge Transfer Project Charter template.
    Input Output
    • Knowledge Transfer Maturity Level charts
    • Target maturity level documented in the IT Knowledge Transfer Charter
    Materials Participants
    • Paper and pens
    • Handouts of maturity levels
    • IT Leadership Team

    IT Knowledge Transfer Project Charter Template

    Info-Tech’s Knowledge Transfer Maturity Model

    Depending on the level of maturity you are trying to achieve, a knowledge transfer project could take weeks, months, or even years. Your maturity level depends on the business goal you would like to achieve, and impacts who and what your roadmap targets.

    The image contains a picture of Info-Tech's Knowledge Transfer Maturity Model. Level 0: Accidental, goal is not prioritized. Level 1: Stabilize, goal is risk mitigation. Level 2: Proactive, goal is operational efficiency. Level 3: Knowledge Culture, goal is innovation & customer service.

    Info-Tech Insight

    The maturity levels build on one another; if you start with a project, it is possible to move from a level 0 to a level 1, and once the project is complete, you can advance to a level 2 or 3. However, it’s important to set clear boundaries upfront to limit scope creep, and it’s important to set appropriate expectations for what the project will deliver.

    Knowledge Transfer Maturity Level: Accidental and Stabilize

    Goal

    Description

    Time to implement

    Benefits

    Level 0: Accidental

    Not Prioritized

    • No knowledge transfer process is present.
    • Knowledge transfer is completed in an ad hoc manner.
    • Some transfer may take place through exit interviews.

    N/A

    • Simple to implement and maintain.

    Level 1: Stabilize

    Risk Mitigation

    At level one, knowledge transfer is focused around ensuring that redundancies exist for explicit knowledge for:

    1. ALL high-risk knowledge.
    2. ALL high-risk stakeholders.

    Your high-risk knowledge is any information which is proprietary, unique, or specialized.

    High risk stakeholders are those individuals who are at a higher likelihood of departing the organization due to retirement or disengagement.

    0 – 6 months

    • Mitigates risks from talent leaving the organization.
    • Ensures business continuity through redundancies.
    • Provides stability to sustain high-performing services, and mitigates risks from service interruptions.

    Knowledge Transfer Maturity Level: Proactive and Knowledge Culture

    Goal

    Description

    Time to implement

    Benefits

    Level 2: Proactive

    Operational Efficiency

    Level 2 extends Level 1.

    Once stabilized, you can work on KT initiatives that allow you to be more proactive and cover high risk knowledge that may not be held by those see as high risk individuals.

    Knowledge transfer plans must exist for ALL high risk knowledge.

    3m – 1yr

    • Enhances productivity by reducing need to start projects from scratch.
    • Increases efficiency by tweaking existing processes with best practices.
    • Sees new employees become productive more quickly through targeted development planning.
    • Increases chance that employees will stay at the organization longer, if they can see growth opportunities.
    • Streamlines efficiencies by eliminating redundant or unnecessary processes.

    Level 3: Knowledge Culture

    Drive Innovation Through Knowledge

    Level 3 extends Level 2.

    • Knowledge Transfer covers explicit and tacit information throughout the IT organization.
    • The program should be integrated with leadership development and talent management.
    • Key metrics should be tied to process improvement, innovation, and customer service.

    1-2 years

    • Increases end-user satisfaction by leveraging the collective knowledge to solve repeat customer issues.
    • Drives product innovation through collaboration.
    • Increases employee engagement by recognizing and rewarding knowledge sharing.
    • Increases your ability to adapt to change and save time-to-market through increased learning.
    • Enables the development of new ideas through iteration.
    • Supports faster access to knowledge.

    Select project-specific KPIs

    Use the selected KPIs to track the value of knowledge transfer

    You need to ensure your knowledge transfer initiatives 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.

    Many organizations overlook the creation of KPIs for knowledge transfer because the benefits are often one step removed from the knowledge transfer itself. However, there are several metrics you can use to measure success.

    Hint: Metrics will vary based on your knowledge transfer maturity goals.

    Metrics For Knowledge Transfer

    Creating KPIs for knowledge transfer is a crucial step that many organizations overlook because the benefits are often one step removed from the knowledge transfer itself. However, there are several qualitative and quantitative metrics you can use to measure success depending on your maturity level goals.

    Stabilize

    • Number of high departure risk employees identified.
    • Number of high-risk employees without knowledge transfer plans.
    • Number of post-retirement knowledge issues.

    Be Proactive

    • Number of issues arising from lack of redundancy.
    • Percentage of high-risk knowledge items without transfer plans.
    • Time required to get new employees up to speed.

    Promote Knowledge Culture

    • Percentage of returned deliverables for rework.
    • Percentage of errors repeated in reports.
    • Number of employees mentoring their colleagues.
    • Number of issues solved through knowledge sharing.
    • Percentage of employees with knowledge transfer/development plans.

    1.1.3 Identify Key Metrics

    Identify key metrics the organization will use to measure knowledge transfer success

    How to determine knowledge transfer metrics:

    1. Assign each participant 1-4 of the desired knowledge transfer benefits and pain points which you identified as priorities.
    2. Independently have them brainstorm how they would measure the success of each, and after 10 minutes, present their thoughts to the group.
    3. Write each of the metric suggestions on a whiteboard and agree to 3-5 benefits which you will track. The metrics you choose should relate to the key pain points you have identified and match your desired maturity level.
    InputOutput
    • Knowledge transfer pain points and benefits
    • 3-5 key metrics to track
    MaterialsParticipants
    • Whiteboard
    • IT Leadership Team

    Identify knowledge transfer project team

    Determine Project Participants

    Pick a Project Sponsor

    • The project participants are the IT managers and directors whose day-to-day lives will be impacted by the knowledge transfer roadmap and its implementation.
    • These individuals will be your roadmap ream and will help with planning. Most of these individuals should be in the workshop, but ensure you have everyone covered. Some examples of individuals you should consider for your team are:
      • Director/Manager Level:
        • Applications
        • Infrastructure
        • Operations
      • Service Delivery Managers
      • Business Relationship Managers
    • The project sponsor should be a member of your IT department’s senior executive team whose goals and objectives will be impacted by knowledge transfer implementation.
      • This is the person you will get to sign-off on the project charter document.
    The image contains a triangle that has been split into three parts. The top section is labelled: Project Sponsor, middle section: Project Participants, and the bottom is labelled Project Stakeholders.

    The project sponsor is the main catalyst for the creation of the roadmap. They will be the one who signs off on the project roadmap.

    The Project Participants are the key stakeholders in your organization whose input will be pivotal to the creation of the roadmap.

    The project stakeholders are the senior executives who have a vested interest in knowledge transfer. Following completion of this workshop, you will present your roadmap to these individuals for approval.

    1.1.4 Identify Your Project Team

    How to define the knowledge transfer project team:

    1. Through discussion, generate a complete list of key stakeholders, considering each of the roles indicated in the chart on the Key Project Management Stakeholders slide. Write their names on a whiteboard.
    2. Using the quadrant template on the next slide, draw the stakeholder power map.
    3. Evaluate each stakeholder on the list based on their level of influence and support of the project. Write the stakeholder’s name on a sticky note and place it in the appropriate place on the grid.
    4. Create an engagement plan based on the stakeholder’s placement.
    5. Use Info-Tech’s Project Stakeholder Register Template to identify and document your project management stakeholders.

    Project Stakeholder Register Template

    Input Output
    • Initial stakeholder analysis
    • Complete list of project participants.
    • Complete project stakeholder register.
    Materials Participants
    • Whiteboard / Flip chart
    • Markers / Pens
    • Project Stakeholder Register Template
    • IT Leadership Team
    • Other stakeholders

    Have a strategic approach for engaging stakeholders to help secure buy-in

    If your IT leadership team isn’t on board, you’re in serious trouble! IT leaders will not only be highly involved in the knowledge transfer project, but they also may be participants, so it’s essential that you get their buy-in for the project upfront.

    Document the results in the Project Stakeholder Register Template; use this as a guide to help structure your communication with stakeholders based on where they fall on the grid.

    How to Manage:

    Focus on increasing these stakeholders’ level of support!

    1. Have a one-on-one meeting to seek their views on critical issues and address concerns.
    2. Identify key pain points they have experienced and incorporate these in the project goal statements.
    3. Where possible, leverage KT champions to help encourage support.
    The image contains a small graph to demonstrate the noise makers, the blockers, the changers, and the helpers.

    Capitalize on champions to drive the project/change.

    1. Use them for internal PR of the objectives and benefits.
    2. Ask them what other stakeholders can be leveraged.
    3. Involve them early in creating project documents.

    How to Manage:

    How to Manage:

    Pick your battles – focus on your noise makers first, and then move on to your blockers.

    1. Determine the level of involvement the blockers will have in the project (i.e. what you will need from them in the future) and determine next steps based on this (one-on-one meeting, group meeting, informal communication, or leveraging helpers/ champions to encourage them).

    Leverage this group where possible to help socialize the program and to help encourage dissenters to support.

    1. Mention their support in group settings.
    2. Focus on increasing their understanding via informal communication.

    How to Manage:

    Key Project Management Stakeholders

    Role

    Project Role

    Required

    CIO

    Will often play the role of project sponsor and should be involved in key decision points.

    IT Managers Directors

    Assist in the identification of high-risk stakeholders and knowledge and will be heavily involved in the development of each transfer plan.

    Project Manager

    Should be in charge of leading the development and execution of the project.

    Business Analysts

    Responsible for knowledge transfer elicitation analysis and validation for the knowledge transfer project.

    Situational

    Technical Lead

    Responsible for solution design where required for knowledge transfer tactics.

    HR

    Will aid in the identification of high-risk stakeholders or help with communication and stakeholder management.

    Legal

    Organizations that are subject to knowledge confidentiality, Sarbanes-Oxley, federal rules, etc. may need legal to participate in planning.

    Ensure coverage of all project tasks

    Populate a Project RACI (Responsible, Accountable, Consulted, Informed) chart

    Apps MGR

    Dev. MGR

    Infra MGR

    Build the project charter

    R

    R

    I

    Identify IT stakeholders

    R

    R

    I

    Identify high risk stakeholders

    R

    A

    R

    Identify high risk knowledge

    I C C

    Validate prioritized stakeholders

    I C R

    Interview key stakeholders

    R R A

    Identify knowledge transfer tactics for individuals

    C C A

    Communicate knowledge transfer goals

    C R A

    Build the knowledge transfer roadmap

    C R A

    Approve knowledge transfer roadmap

    C R C

    1.1.5 Populate an RACI

    Populate a RACI chart to identify who should be responsible, accountable, consulted, and informed for each key activity.

    How to define RACI for the project team:

    1. Write out the list of all stakeholders along the top of a whiteboard. Write out the key project steps along the left-hand side (use this list as a starting point).
    2. For each initiative, identify each team member’s role. Are they:
    3. Responsible: The one responsible for getting the job done.

      Accountable: Only one person can be accountable for each task.

      Consulted: Involvement through input of knowledge and information.

      Informed: Receiving information about process execution and quality.

    4. As you proceed through the project, continue to add tasks and assign responsibility to the RACI chart on the next slide.
    InputOutput
    • Stakeholder list
    • Key project steps
    • Project RACI chart
    MaterialsParticipants
    • Whiteboard
    • IT Leadership Team

    1.1.6 Build the Project Charter and Obtain Sign-off

    Complete the IT knowledge transfer project charter.

    Build the project charter and obtain sign-off from your project sponsor. Use your organization’s project charter if one exists. If not, customize Info-Tech’s IT Knowledge Transfer Project Charter Template to suit your needs.

    The image contains a screenshot of the IT knowledge transfer project charter template.

    IT Knowledge Transfer Project Charter Template

    Step 1.2

    Identify Your Knowledge and Stakeholder Risks

    Activities

    1.2.1 Identify Knowledge Sources

    1.2.2 Complete a Knowledge Risk Assessment

    1.2.3 Review the Prioritized List of Knowledge Sources

    The primary goal of this section is to identify who your primary risk targets are for knowledge transfer.

    Outcomes of this step

    • A list of your high-risk knowledge sources
    • Departure analysis
    • Knowledge risk analysis

    Prioritize your knowledge transfer initiatives

    Throughout this section, we will walk through the following 3 activities in the tool to determine where you need to focus attention for your knowledge transfer roadmap based on knowledge value and likelihood of departure.

    1. Identify Knowledge Sources

    Create a list of knowledge sources for whom you will be conducting the analysis, and identify which sources currently have a transfer plan in place.

    2. Value of Knowledge

    Consider the type of knowledge held by each identified knowledge source and determine the level of risk based on the knowledge:

    1. Criticality
    2. Availability

    3. Likelihood of Departure

    Identify the knowledge source’s risk of leaving the organization based on their:

    1. Age cohort
    2. Engagement level

    This tool contains sensitive information. Do not share this tool with knowledge sources. The BA and Project Manager, and potentially the project sponsor, should be the only ones who see the completed tool.

    The image contains screenshots from the Knowledge Risk Assessment Tool.

    Focus on key roles instead of all roles in IT

    Identify Key Roles

    Hold a meeting with your IT Leadership team, or meet with members individually, and ask these questions to identify key roles:

    • What are the roles that have a significant impact on delivering the business strategy?
    • What are the key differentiating roles for our IT organization?
    • Which roles, if vacant, would leave the organization open to non-compliance with regulatory or legal requirements?
    • Which roles have a direct impact on the customer?
    • Which roles, if vacant, would create system, function, or process failure for the organization?

    Key roles include:

    • Strategic roles: Roles that give the greatest competitive advantage. Often these are roles that involve decision-making responsibility.
    • Core roles: Roles that must provide consistent results to achieve business goals.
    • Proprietary roles: Roles that are tied closely to unique or proprietary internal processes or knowledge that cannot be procured externally. These are often highly technical or specialized.
    • Required roles: Roles that support the department and are required to keep it moving forward day-to-day.
    • Influential roles: Positions filled by employees who are the backbone of the organization, i.e. the go-to people who are the corporate culture.

    Info-Tech Insight

    This step is meant to help speed up and simplify the process for large IT organizations. IT organizations with fewer than 30 people, or organizations looking to build a knowledge culture, can opt to skip this step and include all members of the IT team. This way, everyone is considered and you can prioritize accordingly.

    1.2.1 Identify Key Knowledge Sources

    1. Identify key roles, as shown on the previous slide. This can be done by brainstorming names on sticky notes and placing them on a whiteboard.
    2. Document using IT Knowledge Transfer Risk Assessment Tool Tab 2. Input with first name, last name, department/ IT area, and manager of each identified Knowledge Source.
    3. Also answer the question of whether the Knowledge Source currently has a knowledge transfer plan in place.
    • Not in place
    • Partially in place
    • In place
  • Conduct sanity check: once you have identified key roles, ask – “did we miss anybody?”
  • InputOutput
    • Employee list
    • List of knowledge sources for IT
    MaterialsParticipants
    • IT Knowledge Transfer Risk Assessment Tool.
    • IT Leadership Team

    IT Knowledge Transfer Risk Assessment Tool

    Document key knowledge sources (example)

    Use information about the current state of knowledge transfer plans in your organization to understand your key risks and focus areas.

    The image contains a screenshot of the knowledge source.

    Legend:

    1. Document knowledge source information (name, department, and manager).

    2. Select the current state of knowledge transfer plans for each knowledge source.

    Once you have identified key roles, conduct a sanity check and ask – “did we miss anybody?” For example:

    • There are three systems administrators. One of them, Joe, has been with the organization for 15 years.
    • Joe’s intimate systems knowledge and long-term relationship with one of the plant systems vendors has made him a go-to person during times of operational systems crisis and has resulted in systems support discounts.
    • While the systems administrator role by itself is not considered key (partly due to role redundancy), Joe is a key person to flag for knowledge transfer activities as losing him would make achieving core business goals more difficult.

    Case Study

    Municipal government learns the importance of thorough knowledge source identification after losing key stakeholder

    INDUSTRY: Government

    Challenge

    Solution

    Results

    • A municipal government was introducing a new integration project that was led by their controller.
    • The controller left abruptly, and while the HR department conducted an exit interview, they didn’t realize until after the individual had left how much information was lost.
    • Nobody knew the information needed to complete the integration, so they had to make do with what they had.
    • The Director of IT at the time was the most familiar with the process.
    • Even though she would not normally do this type of project, at the time she was the only person with knowledge of the process and luckily was able to complete the integration.
    • The Director of IT had to put other key projects on hold, and lost productivity on other prioritized work.
    • The organization realized how much they were at risk and changed how they approached knowledge. They created a new process to identify “single point of failures” and label people as high risk. These processes started with the support organization’s senior level key people to identify their processes and record everything they do and what they know.

    Identify employees who may be nearing retirement and flag them as high risk

    Risk Parameter

    Description

    How to Collect this Data:

    Age Cohort

    • 60+ years of age or older, or anyone who has indicated they will be retiring within five years (highest risk).
    • Employees in their early 50s: are still many years away from retirement but have a sufficient number of years remaining in their career to make a move to a new role outside of your organization.
    • Employees in their late 50s: are likely more than five years away from retirement but are less likely than younger employees to leave your organization for another role because of increasing risk in making such a move, and persistent employer unwillingness to hire older employees.
    • Employees under 50: should never be considered low risk only based on age – which is why the second component of stakeholder risk is engagement.

    For those people on your shortlist, pull some hard demographic data.

    Compile a report that breaks down employees into age-based demographic groups.

    Flag those over the age of 50 – they’re in the “retirement zone” and could decide to leave at any time.

    Check to see which stakeholders identified fall into the “over 50” age demographic.

    Document this information in the IT Knowledge Transfer Risk Assessment Tool.

    Info-Tech Insight

    150% of an employee’s base salary and benefits is the estimated cost of turnover according to The Society of Human Resource Professionals.1

    1McLean & Company, Make the Case for Employee Engagement

    Identify disengaged employees who may be preparing to leave the organization

    Risk Parameter

    Description

    How to Collect this Data:

    Engagement

    An engaged stakeholder is energized and passionate about their work, leading them to exert discretionary effort to drive organizational performance (lowest risk).

    An almost engaged stakeholder is generally passionate about their work. At times they exert discretionary effort to help achieve organizational goals.

    Indifferent employees are satisfied, comfortable, and generally able to meet minimum expectations. They see their work as “just a job,” prioritizing their needs before organizational goals.

    Disengaged employees have little interest in their job and the organization and often display negative attitudes (highest risk).

    Option 1:

    The optimal approach for determining employee engagement is through an engagement survey. See McLean & Company for more details.

    Option 2:

    Ask the identified stakeholder’s manager to provide an assessment of their engagement either independently or via a meeting.

    Info-Tech Insight

    Engaged employees are five times more likely than disengaged employees to agree that they are committed to their organization.1

    1Source: McLean & Company, N = 13683

    The level of risk of the type of information is defined by criticality and availability

    Risk Parameter

    Description

    How to Collect this Data:

    Criticality

    Roles that are critical to the continuation of business and cannot be left vacant without risking business operations. Would the role, if vacant, create system, function, or process failure for the organization?

    Option 1: (preferred)

    Meet with IT managers/directors over the phone or directly and review each of the identified reports to determine the risk.

    Option 2: Send the IT mangers/directors the list of their direct reports, and ask them to evaluate their knowledge type risk independently and return the information to you.

    Option 3: (if necessary) Review individual job descriptions independently, and use your judgment to come up with a rating for each. Send the assessment to the stakeholders’ managers for validation.

    Availability

    Refers to level of redundancy both within and outside of the organization. Information which is highly available is considered lower risk. Key questions to consider include: does this individual have specialized, unique, or proprietary expertise? Are there internal redundancies?

    1.2.2 Complete a Knowledge Risk Assessment

    Complete a Tab 3 assessment for each of your identified Knowledge Sources. The Knowledge Source tab will pre-populate with information from Tab 2 of the tool. For each knowledge source, you will determine their likelihood of departure and degree of knowledge risk.

    Likelihood of departure:

    1. Document the age cohort risk for each knowledge source on Tab 3 of the IT Knowledge Transfer Risk Assessment Tool. Age Cohort: Under 50, 51-55, 56-60, or over 60.
    2. Document the engagement risk for each knowledge source on Tab 3, “Assessment”, of the IT Knowledge Transfer Risk Assessment Tool. Engagement level: Engaged, Almost engaged, Indifferent employees, Disengaged.
    3. Degree of knowledge risk is based on:

    4. Document the knowledge type risk for each stakeholder on Tab 3, “Assessment” in the IT Knowledge Transfer Risk Assessment Tool.
    • Criticality: Would the role, if vacant, create system, function, or process failure for the organization?
    • Availability: Does this individual have specialized, unique, or proprietary expertise? Are there internal redundancies?
    Input Output
    • Knowledge source list (Tab 2)
    • Employee demographics information
    • List of high-risk knowledge sources
    Materials Participants
    • Sticky notes
    • Pens
    • Whiteboard
    • Marker
    • IT Leadership Team
    • HR

    IT Knowledge Transfer Risk Assessment Tool

    Results matrix

    The image contains a screenshot of risk assessment. The image contains a matrix example from tab 4.

    Determine where to focus your efforts

    The IT Knowledge Transfer Map on Tab 5 helps you to determine where to focus your knowledge transfer efforts

    Knowledge sources have been separated into the three maturity levels (Stabilize, Proactive, and Knowledge Culture) and prioritized within each level.

    Focus first on your stabilize groups, and based on your target maturity goal, move on to your proactive and knowledge culture groups respectively.

    The image contains a screenshot of the IT Knowledge Transfer Map on tab 5.

    Sequential Prioritization

    Orange line Level 1: Stabilize

    Blue Line Level 2: Proactive

    Green Line Level 3: Knowledge Culture

    Each pie chart indicates which of the stakeholders in that risk column currently has knowledge transfer plans.

    Each individual also has their own status ball on whether they currently have a knowledge transfer plan.

    1.2.3 Review the Prioritized List

    Review results

    Identify knowledge sources to focus on for the knowledge transfer roadmap. Review the IT Knowledge Transfer Map on Tab 5 to determine where to focus your knowledge transfer efforts

    1. Show the results from the assessment tool.
    2. Discuss matrix and prioritized list.
    • Does it match with maturity goals?
    • Do prioritizations seem correct?
    InputOutput
    • Knowledge source risk profile
    • Risk Assessment (Tab 3)
    • Prioritized list of knowledge sources to focus on for the knowledge transfer roadmap
    MaterialsParticipants
    • n/a
    • IT Knowledge Transfer Risk Assessment Tool
    • IT Leadership Team

    IT Knowledge Transfer Risk Assessment Tool

    Phase #2

    Design your knowledge transfer plans

    Phase 1

    Phase 2

    Phase 3

    1.1 Obtain approval for project

    1.2 Identify knowledge and stakeholder risks

    2.1 Build knowledge transfer plans

    2.2 Build knowledge transfer roadmap

    3.1 Communicate your roadmap

    This phase will walk you through the following activities:

    • Building knowledge transfer plans for all prioritized knowledge sources.
    • Understanding which transfer tactics are best suited for different knowledge types.
    • Identifying opportunities to leverage collaboration tools for knowledge transfer.

    This phase involves the following participants:

    • IT Leadership
    • Other key stakeholders
    • Knowledge sources

    Define what knowledge needs to be transferred

    Each knowledge source has unique information which needs to be transferred. Chances are you don’t know what you don’t know. The first step is therefore to interview knowledge sources to find out.

    Identify the knowledge receiver

    Depending on who the information is going to, the knowledge transfer tactic you employ will differ. Before deciding on the knowledge receiver and tactic, consider three key factors:

    • How will this knowledge be used in the future?
    • What is the next career step for the knowledge receiver?
    • Are the receiver and the source going to be in the same location?

    Identify which knowledge transfer tactics you will use for each knowledge asset

    Not all tactics are good in every situation. Always keep the “knowledge type” (information, process, skills, and expertise), knowledge sources’ engagement level, and the knowledge receiver in mind as you select tactics.

    Determine knowledge transfer tactics

    Determine tactics for each stakeholder based on qualities of their specific knowledge.

    This tool is built to accommodate up to 30 knowledge items; Info-Tech recommends focusing on the top 10-15 items.

    1. Send documents to each manager. Include:
    • a copy of this template.
    • interview guide.
    • tactics booklet.
  • Instruct managers to complete the template for each knowledge source and return it to you.
  • These steps should be completed by the BA or IT Manager. The BA is helpful to have around because they can learn about the tactics and answer any questions about the tactics that the managers might have when completing the template.

    The image contains a screenshot of the Knowledge Source's Name.

    IT Knowledge Transfer Plan Template

    Step 2.1

    Build Your Knowledge Transfer Plans

    Activities

    2.1.1 Interview Knowledge Sources to Uncover Key Knowledge Items

    2.1.2 Identify When to use Knowledge Transfer Tactics

    2.1.3 Build Individual Knowledge Transfer Plans

    The primary goal of this section is to build an interview guide and interview knowledge sources to identify key knowledge assets.

    Outcomes of this step

    • Knowledge Transfer Interview Guide
    • Itemized knowledge assets
    • Completed knowledge transfer plans

    2.1.1 Interview Knowledge Sources

    Determine key knowledge items

    The first step is for managers to interview knowledge sources in order to extract information about the type of knowledge the source has.

    Meet with the knowledge sources and work with them to identify essential knowledge. Use the following questions as guidance:

    1. What are you an expert in?
    2. What do others ask you for assistance with?
    3. What are you known for?
    4. What are key responsibilities you have that no one else has or knows how to do?
    5. Are there any key systems, processes, or applications which you’ve taken the lead on?
    6. When you go on vacation, what is waiting for you in your inbox?
    7. If you went on vacation, would there be any systems that, if there was a failure, you would be the only one who knows how to fix?
    8. Would you say that all the key processes you use, or tools, codes etc. are documented?
    Input Output
    • Knowledge type information
    • Prioritized list of key knowledge sources.
    • Knowledge activity information
    • What are examples of good use cases for the technique?
    • Why would you use this technique over others?
    • Is this technique suitable for all projects? When wouldn’t you use it?
    Materials Participants
    • Interview guide
    • Pen
    • Paper
    • IT Leadership Team
    • Knowledge sources

    IT Knowledge Identification Interview Guide Template

    2.1.2 Understand Knowledge Transfer Tactics

    Understand when and how to use different knowledge transfer tactics

    1. Break the workshop participants into teams. Assign each team two to four knowledge transfer tactics and provide them with the associated handout(s) from the following slides. Using the material provided, have each team brainstorm around the following questions:
      1. What types of information can the technique be used to collect?
      2. What are examples of good use cases for the technique?
      3. Why would you use this technique over others?
      4. Is this technique suitable for all projects? When wouldn’t you use it?
    2. Have each group present their findings from the brainstorming to the group.
    3. Once everyone has presented, have the groups select which tactics they would be interested in using and which ones they would not want to use by putting green and red dots on each.
    4. As a group, confirm the list of tactics you would be interested in using and disqualify the others.
    Input Output
    • List of knowledge tactics to utilize.
    Materials Participants
    • Knowledge transfer tactics handouts
    • Flip chart paper
    • Markers
    • Green and red dot stickers
    • IT Leadership Team
    • Project team

    Knowledge Transfer Tactics:

    Interviews

    Interviews provide an opportunity to meet one-on-one with key stakeholders to document key knowledge assets. Interviews can be used for explicit and tacit information, and in particular, capture processes, rules, coding information, best practices, etc.

    Benefits:

    • Good bang-for-your-buck interviews are simple to conduct and can be used for all types of knowledge.
    • Interviews can obtain a lot of information in a relatively short period of time.
    • Interviews help make tacit knowledge more explicit through effective questioning.
    • They have highly flexible formatting as interviews can be conducted in person, over the phone, or by email.

    How to get started:

    1. Have the business analyst (BA) review the employee’s knowledge transfer plan and highlight the areas to be discussed in the interview.
    2. The BA will then create an interview guide detailing key questions which would need to be asked to ascertain the information.
    3. Schedule a 30-60 minute interview. When complete, document the interview and key lessons learned. Send the information back to the interviewee for validation of what was discussed.

    Knowledge Types

    Information

    Process

    Skills

    Expertise

    Dependencies

    Training: Minimal

    Technology Support: N/A

    Process Development: Minimal

    Duration: Annual

    Participants

    Business analysts

    Knowledge source

    Materials

    Interview guide

    Notepad

    Pen

    Knowledge Transfer Tactics:

    Process Mapping

    Business process mapping refers to building a flow chart diagram of the sequence of actions which defines what a business does. The flow chart defines exactly what a process does and the specific succession of steps including all inputs, outputs, flows, and linkages. Process maps are a powerful tool to frame requirements in the context of the complete solution.

    Benefits:

    • They are simple to build and analyze; most organizations and users are familiar with flow diagrams, making them highly usable.
    • They provide an end-to-end picture of a process.
    • They’re ideal for gathering full and detailed requirements of a process.
    • They include information around who is responsible, what they do, when, where it occurs, triggers, to what degree, and how often it occurs.
    • They’re great for legacy systems.

    How to get started:

    1. Have the BA prepare beforehand by doing some preliminary research on the purpose of the process, and the beginning and end points.
    2. With the knowledge holder, use a whiteboard and identify the different stakeholders who interact with the process, and draw swim lanes for each.
    3. Together, use sticky notes and/or dry erase markers etc. to draw out the process.
    4. When you believe you’re complete, start again from the beginning and break the process down to more details.

    Knowledge Types

    Information

    Process

    Skills

    Expertise

    Dependencies

    Training: Minimal

    Technology Support: N/A

    Process Development: Minimal

    Duration: Annual

    Participants

    Business analysts

    Knowledge source

    Materials

    Whiteboard / flip-chart paper

    Marker

    Knowledge Transfer Tactics:

    Use Cases

    Use case diagrams are a common transfer tactic where the BA maps out step-by-step how an employee completes a project or uses a system. Use cases show what a system or project does rather than how it does it. Use cases are frequently used by product managers and developers.

    Benefits:

    • Easy to draw and understand.
    • Simple way to digest information.
    • Can get very detailed.
    • Should be used for documenting processes, experiences etc.
    • Initiation and brainstorming.
    • Great for legacy systems.

    How to get started:

    1. The BA will schedule a 30-60 minute in-person meeting with the employee, draw a stick figure on the left side of the board, and pose the initial question: “If you need to do X, what is your first step?” Have the stakeholder go step-by-step through the process until the end goal. Draw this process across the whiteboard. Make sure you capture the triggers, causes of events, decision points, outcomes, tools, and interactions.
    2. Starting at the beginning of the diagram, go through each step again and ask the employee if the step can be broken down into more granular steps. If the answer is yes, break down the use case further.
    3. Ask the employee if there are any alternative flows that people could use, or any exceptions. If there are, map these out on the board.

    Knowledge Types

    Information

    Process

    Skills

    Expertise

    Dependencies

    Training: Minimal

    Technology Support: N/A

    Process Development: Minimal

    Duration: Annual

    Participants

    Business analysts

    Knowledge source

    Materials

    Whiteboard / flip-chart paper

    Marker

    Knowledge Transfer Tactics:

    Job Shadow

    Job shadowing is a working arrangement where the “knowledge receiver” learns how to do a job by observing an experienced employee complete key tasks throughout their normal workday.

    Benefits:

    • Low cost and minimal effort required.
    • Helps employees understand different elements of the business.
    • Helps build relationships.
    • Good for knowledge holders who are not great communicators.
    • Great for legacy systems.

    How to get started:

    1. Determine goals and objectives for the knowledge transfer, and communicate these to the knowledge source and receiver.
    2. Have the knowledge source identify when they will be performing a particular knowledge activity and select that day for the job shadow. If the information is primarily experience, select any day which is convenient.
    3. Ask the knowledge receiver to shadow the source and ask questions whenever they have them.
    4. Following the job shadow, have the knowledge receiver document what they learned that day and file that information.

    Knowledge Types

    Information

    Process

    Skills

    Expertise

    Dependencies

    Training: Required

    Technology Support: N/A

    Process Development:Required

    Duration:Ongoing

    Participants

    BA

    IT manager

    Knowledge source and receiver

    Materials

    N/A

    Knowledge Transfer Tactics:

    Peer Assist

    Meeting or workshop where peers from different teams share their experiences and knowledge with individuals or teams that require help with a specific challenge or problem.

    Benefits:

    • Improves productivity through enhanced problem solving.
    • Encourages collaboration between teams to share insight, and assistance from people outside your team to obtain new possible approaches.
    • Promotes sharing and development of new connections among different staff, and creates opportunities for innovation.
    • Can be combined with Action Reviews.

    How to get started:

    1. Create a registry of key projects that different individuals have solved. Where applicable, leverage the existing work done through action reviews.
    2. Create and communicate a process for knowledge sources and receivers to reach out to one another. Email or social collaboration platforms are the most common.
    3. The source may then reply with documentation or a peer can set up an interview to discuss.
    4. Information should be recorded and saved on a corporate share drive with appropriate metadata to ensure ease of search.
    5. See Appendix for further details.

    Knowledge Types

    Information

    Process

    Skills

    Expertise

    Dependencies

    Training: Minimal

    Technology Support: N/A

    Process Development:Required

    Duration:Ongoing

    Participants

    Knowledge sources

    Knowledge receiver

    BA to build a skill repository

    Materials

    Intranet

    Knowledge Transfer Tactics:

    Transition Workshop

    A half- to full-day exercise where an outgoing leader facilitates a knowledge transfer of key insights they have learned along the way and any high-profile knowledge they may have.

    Benefits:

    • Accelerates knowledge transfer following a leadership change.
    • Ensures business continuity.
    • New leader gets a chance to understand the business drivers behind team decisions and skills of each member.
    • The individuals on the team learn about the new leader’s values and communication styles.

    How to get started:

    1. Outgoing leader organizes a one-time session where they share information with the team (focus on tacit knowledge, such as team successes and challenges) and team can ask questions.
    2. Incoming leader and remaining team members share information about norms, priorities, and values.
    3. Document the information.

    Knowledge Types

    Information

    Process

    Skills

    Expertise

    Dependencies

    Training: Required

    Technology Support: Some

    Process Development: Some

    Duration:Ongoing

    Participants

    IT leader

    Incoming IT team

    Key stakeholders

    Materials

    Meeting space

    Video conferencing (as needed)

    Knowledge Transfer Tactics:

    Action Review

    Action Review is a team-based discussion at the end of a project or step to review how the activity went and what can be done differently next time. It is ideal for transferring expertise and skills.

    Benefits:

    • Learning is done during and immediately after the project so that knowledge transfer happens quickly.
    • Results can be shared with other teams outside of the immediate members.
    • Makes tacit knowledge explicit.
    • Encourages a culture where making mistakes is OK, but you need to learn from them.

    How to get started:

    1. Hold an initial meeting with IT teams to inform them of the action reviews. Create an action review goals statement by working with IT teams to discuss what they hope to get out of the initiative.
    2. Ask project teams to present their work and answer the following questions:
      1. What was supposed to happen?
      2. What actually happened?
      3. Why were there differences?
      4. What can we learn and do differently next time?
    3. Have each individual or group present, record the meeting minutes, and send the details to the group for future reference. Determine a share storage place on your company intranet or shared drive for future reference.

    Knowledge Types

    Information

    Process

    Skills

    Expertise

    Dependencies

    Training:Minimal

    Technology Support: Minimal

    Process Development: Some

    Duration:Ongoing

    Participants

    IT unit/group

    Any related IT stakeholder impacted by or involved in a project.

    Materials

    Meeting space

    Video conferencing (as needed)

    Knowledge Transfer Tactics:

    Mentoring

    Mentoring can be a formal program where management sets schedules and expectations. It can also be informal through an environment for open dialogue where staff is encouraged to seek advice and guidance, and to share their knowledge with more novice members of the organization.

    Benefits:

    • Speeds up learning curves and helps staff acclimate to the organizational culture.
    • Communicates organizational values and appropriate behaviors, and is an effective way to augment training efforts.
    • Leads to higher engagement by improving communication among employees, developing leadership, and helping employees work effectively.
    • Improves succession planning by preparing and grooming employees for future roles and ensuring the next wave of managers is qualified.

    How to get started:

    1. Have senior management define the goals for a mentorship program. Depending on your goals, the frequency, duration, and purpose for mentorship will change. Create a mission statement for the program.
    2. Communicate the program with mentors and mentees and define what the scope of their roles will be.
    3. Implement the program and measure success.

    Creating a mentorship program is a full project in itself. For full details on how to set up a mentorship program, see McLean & Company’s Build a Mentoring Program.

    Knowledge Types

    Information

    Process

    Skills

    Expertise

    Dependencies

    Training: Required

    Technology Support: N/a

    Process Development:Required

    Duration:Ongoing

    Participants

    IT unit/group

    Materials

    Meeting space

    Video conferencing (as needed)

    Documentation

    Knowledge Transfer Tactics:

    Story Telling

    Knowledge sources use anecdotal examples to highlight a specific point and pass on information, experience, and ideas through narrative.

    Benefits:

    • Provides context and transfers expertise in a simple way between people of different contexts and background.
    • Illustrates a point effectively and makes a lasting impression.
    • Helps others learn from past situations and respond more effectively in future ones.
    • Can be completed in person, through blogs, video or audio recordings, or case studies.

    How to get started:

    1. Select a medium for how your organization will record stories, whether through blogs, video or audio recordings, or case studies. Develop a template for how you’re going to record the information.
    2. Integrate story telling into key activities – project wrap-up, job descriptions, morning meetings, etc.
    3. Determine the medium for retaining and searching stories.

    Knowledge Types

    Information

    Process

    Skills

    Expertise

    Dependencies

    Training: Required

    Technology Support: Some

    Process Development:Required

    Duration:Ongoing

    Participants

    Knowledge source

    Knowledge receiver

    Videographer (where applicable)

    Materials

    Meeting space

    Video conferencing (as needed)

    Documentation

    Knowledge Transfer Tactics:

    Job Share

    Job share exists when at least two people share the knowledge and responsibilities of two job roles.

    Benefits:

    • Reduces the risk of concentrating all knowledge in one person and creating a single point of failure.
    • Increases the number of experts who hold key knowledge that can be shared with others, i.e. “two heads are better than one.”
    • Ensures redundancies exist for when an employee leaves or goes on vacation.
    • Great for getting junior employees up to speed on legacy system functionality.
    • Results in more agile teams.
    • Doubles the amount of skills and expertise.

    How to get started:

    1. Determine which elements of two individuals’ job duties could be shared by two people. Before embarking on a job share, ensure that the two individuals will work well together as a team and individually.
    2. Establish a vision, clear values, and well-defined roles, responsibilities, and reporting relationships to avoid duplication of effort and confusion.
    3. Start with a pilot group of employees who are in support of the initiative, track the results, and make adjustments where needed.

    Knowledge Types

    Information

    Process

    Skills

    Expertise

    Dependencies

    Training: Some

    Technology Support: Minimal

    Process Development:Required

    Duration:Ongoing

    Participants

    IT manager

    HR

    Employees

    Materials

    Job descriptions

    Knowledge Transfer Tactics:

    Communities of Practice

    Communities of practice are working groups of individuals who engage in a process of regularly sharing information with each other across different parts of the organization by focusing on common purpose and working practices. These groups meet on a regular basis to work together on problem solving, to gain information, ask for help and assets, and share opinions and best practices.

    Benefits:

    • Supports a collaborative environment.
    • Creates a sense of community and positive working relationships, which is a key driver for engagement.
    • Encourages creative thinking and support of one another.
    • Facilitates transfer of wide range of knowledge between people from different specialties.
    • Fast access to information.
    • Multiple employees hear the answers to questions and discussions, resulting in wider spread knowledge.
    • Can be done in person or via video conference, and is best when supported by social collaboration tools.

    How to get started:

    1. Determine your medium for these communities and ensure you have the needed technology.
    2. Develop training materials, and a rewards and recognition process for communities.
    3. Have a meeting with staff, ask them to brainstorm a list of different key “communities,” and ask staff to self select into communities.
    4. Have the communities determine the purpose statement for each group, and set up guidelines for functionality and uses.

    Knowledge Types

    Information

    Process

    Skills

    Expertise

    Dependencies

    Training:Required

    Technology Support: Required

    Process Development:Required

    Duration:Ongoing

    Participants

    Employees

    BA (to assist in establishing)

    IT managers (rewards and recognition)

    Materials

    TBD

    The effectiveness of each knowledge transfer tactic varies based on the type of knowledge you are trying to transfer

    This table shows the relative strengths and weaknesses of each knowledge transfer tactic compared to four different knowledge types.

    Not all techniques are effective for types of knowledge; it is important to use a healthy mixture of techniques to optimize effectiveness.

    Very strong = Very effective

    Strong = Effective

    Medium = Somewhat effective

    Weak = Minimally effective

    Very weak = Not effective

    Knowledge Type

    Tactic

    Explicit

    Tacit

    Information

    Process

    Skills

    Expertise

    Interviews

    Very strong

    Strong

    Strong

    Strong

    Process mapping

    Medium

    Very strong

    Very weak

    Very weak

    Use cases

    Medium

    Very strong

    Very weak

    Very weak

    Job shadow

    Very weak

    Medium

    Very strong

    Very strong

    Peer assist

    Strong

    Medium

    Very strong

    Very strong

    Action review

    Medium

    Medium

    Strong

    Weak

    Mentoring

    Weak

    Weak

    Strong

    Very strong

    Transition workshop

    Strong

    Strong

    Strong

    Strong

    Story telling

    Weak

    Weak

    Strong

    Very strong

    Job share

    Weak

    Weak

    Very strong

    Very strong

    Communities of practice

    Strong

    Weak

    Very strong

    Very strong

    Consider your stakeholders’ level of engagement prior to selecting a knowledge transfer tactic

    Level of Engagement

    Tactic

    Disengaged/ Indifferent

    Almost Engaged - Engaged

    Interviews

    Yes

    Yes

    Process mapping

    Yes

    Yes

    Use cases

    Yes

    Yes

    Job shadow

    No

    Yes

    Peer assist

    Yes

    Yes

    Action review

    Yes

    Yes

    Mentoring

    No

    Yes

    Transition workshop

    Yes

    Yes

    Story telling

    No

    Yes

    Job share

    Maybe

    Yes

    Communities of practice

    Maybe

    Yes

    When considering which tactics to employ, it’s important to consider the knowledge holder’s level of engagement. Employees whom you would identify as being disengaged may not make good candidates for job shadowing, mentoring, or other tactics where they are required to do additional work or are asked to influence others.

    Knowledge transfer can be controversial for all employees as it can cause feelings of job insecurity. It’s essential that motivations for knowledge transfer are communicated effectively.

    Pay particular attention to your communication style with disengaged and indifferent employees, communicate frequently, and tie communication back to what’s in it for them.

    Putting disengaged employees in a position where they are mentoring others can be a risk. Their negativity could influence others not to participate as well or negate the work you’re doing to create a positive knowledge sharing culture.

    Consider using collaboration tools as a medium for knowledge transfer

    There is a wide variety of different collaboration tools available to enable interpersonal and team connections for work-related purposes. Familiarize yourself with all types of collaboration tools to understand what is available to help facilitate knowledge transfer.

    Collaboration Tools

    Content Management

    Real Time Communication

    Community Collaboration

    Social Collaboration

    Tools for collaborating around documents. They store content and allow for easy sharing and editing, e.g. content repositories and version control.

    Can be used for:

    • Action review
    • Process maps and use cases
    • Storing interview notes
    • Stories: blogs, video, and case studies

    Tools that enable real-time employee interactions. They permit “on-demand” workplace communication, e.g. IM, video and web conferencing.

    Can be used for:

    • Action review
    • Interviews
    • Mentoring
    • Peer assist
    • Story telling
    • Transition workshops

    Tools that allow teams and communities to come together and share ideas or collaborate on projects, e.g. team portals, discussion boards, and ideation tools.

    Can be used for:

    • Action review
    • Communities of practice
    • Peer assist
    • Story Telling

    Social tools borrow concepts from consumer social media and apply them to the employee-centric context, e.g. employee profiles, activity streams, and microblogging.

    Can be used for:

    • Peer assist
    • Story telling
    • Communities of practice

    For more information on Collaboration Tools and how to use them, see Info-Tech’s Establish a Communication and Collaboration System Strategy.

    Identify potential knowledge receivers

    Hold a meeting with your IT leaders to identify who would be the best knowledge receivers for specific knowledge assets

    • Before deciding on a successor, determine how the knowledge asset will be used in the future. This will impact who the receiver will be and your tactic. That is, if you are looking to upgrade a technology in the future, consider who would be taking on that project and what they would need to know.
    • Prior to the meeting, each manager should send a copy of the knowledge assets they have identified to the other managers.
    • Participants should come equipped with names of members of their teams and have an idea of what their career aspirations are.
    • Don’t assume that all employees want a career change. Be sure to have conversations with employees to determine their career aspirations.

    Ask how effectively the potential knowledge receiver would serve in the role today.

    • Review their competencies in terms of:
      • Relationship-building skills
      • Business skills
      • Technical skills
      • Industry-specific skills or knowledge
    • Consider what competencies the knowledge receiver currently has and what must be learned.
    • Finally, determine how difficult it will be for the knowledge receiver to acquire missing skills or knowledge, whether the resources are available to provide the required development, and how long it will take to provide it.

    Info-Tech Insight

    Wherever possible, ask employees about their personal learning styles. It’s likely that a collaborative compromise will have to be struck for knowledge transfer to work well.

    Using the IT knowledge transfer plan tool

    The image contains a screenshot of the IT Knowledge Transfer tool.

    We will use the IT Knowledge Transfer Plans as the foundation for building your knowledge transfer roadmap.

    2.1.3 Complete Knowledge Transfer Plans

    Complete one plan template for each of the knowledge sources

    1. Fill in the top with the knowledge source’s name. Remember that one template should be filled out for each source.
    2. List their key knowledge activities as identified through the interview.
    3. For each knowledge activity, identify and list the most appropriate recipient of this knowledge.
    4. For each knowledge activity, use the drop-down options to identify the type of knowledge that it falls under.
    5. Depending on the type of knowledge, different tactic drop-down options are available. Select which tactic would be most appropriate for this knowledge as well as the people involved in the knowledge transfer.

    The Strength Level column will indicate how well matched the tactic is to the type of knowledge.

    Input Output
    • Results of knowledge source interviews
    • A completed knowledge transfer plan for each identified knowledge source.
    Materials Participants
    • A completed knowledge transfer plan for each identified knowledge source.
    • IT leadership team

    IT Knowledge Transfer Plan Template

    Step 2.2

    Build Your Knowledge Transfer Roadmap

    Activities

    2.2.1 Merge Your Knowledge Transfer Plans

    2.2.2 Define Knowledge Transfer Initiatives’ Timeframes

    The goal of this step is to build the logistics of the knowledge transfer roadmap to prepare to communicate it to key stakeholders.

    Outcomes of this step

    • Prioritized sequence based on target state maturity goals.
    • Project roadmap.

    Plan and monitor the knowledge transfer project

    Depending on the desired state of maturity, the number of initiatives your organization has will vary and there could be a lengthy number of tasks and subtasks required to reach your organization knowledge transfer target state. The best way to plan, organize, and manage all of them is with a project roadmap.

    The image contains a screenshot of the Project Planning and Monitoring tool.

    Project Planning & Monitoring Tool

    Steps to use the project planning and monitoring tool:

    1. Begin by identifying all the project deliverables in scope for your organization. Review the previous content pertaining to specific people, process, and technology deliverables that your organization plans on creating.
    2. Identify all the tasks and subtasks necessary to create each deliverable.
    3. Arrange the tasks in the appropriate sequential order.
    4. Assign each task to a member of the project team.
    5. Estimate the day the task will be started and completed.
    6. Specify any significant dependencies or prerequisites between tasks.
    7. Update the project roadmap throughout the project by accounting for injections and entering the actual starting and ending dates.
    8. Use the project dashboard to monitor the project progress and identify risks early.

    Project Planning & Monitoring Tool

    Prioritize your tactics to build a realistic roadmap

    Initiatives should not and cannot be tackled all at once;

    • At this stage, each of the identified stakeholders should have a knowledge transfer plan for each of their reports with rough estimates for how long initiatives will take.
    • Simply looking at this raw list of transition plans can be daunting. Logically bundle the identified needs into IT initiatives to create the optimal IT Knowledge Transfer Roadmap.
    • It’s important not to try to do too much too quickly. Focus on some quick wins and leverage the success of these initiatives to drive the project forward.

    The image contains a screenshot of the prioritize tactics step.

    Populate the task column of the Project Planning and Monitoring Tool. See the following slides for more details on how to do this.

    Some techniques require a higher degree of effort than others

    Effort by Stakeholder

    Tactic

    Business Analyst

    IT Manager

    Knowledge Holder

    Knowledge Receiver

    Interviews

    Medium

    N/A

    Low

    Low

    These tactics require the least amount of effort, especially for organizations that are already using these tactics for a traditional requirements gathering process.

    Process Mapping

    Medium

    N/A

    Low

    Low

    Use Cases

    Medium

    N/A

    Low

    Low

    Job Shadow

    Medium

    Medium

    Medium

    Medium

    These tactics generally require more involvement from IT management and the BA in tandem for preparation. They will also require ongoing effort for all stakeholders. Stakeholder buy-in is key for success.

    Peer Assist

    Medium

    Medium

    Medium

    Medium

    Action Review

    Low

    Medium

    Medium

    Low

    Mentoring

    Medium

    High

    High

    Medium

    Transition Workshop

    Medium

    Low

    Medium

    Low

    Story Telling

    Medium

    Medium

    Low

    Low

    Job Share

    Medium

    High

    Medium

    Medium

    Communities of Practice

    High

    Medium

    Medium

    Medium

    Consider each tactic’s dependencies as you build your roadmap

    Implementation Dependencies

    Tactic

    Training

    Technology Support

    Process Development

    Duration

    Interviews

    Minimal

    N/A

    Minimal

    Annual

    Start your knowledge transfer project here to get quick wins for explicit knowledge.

    Process Mapping

    Minimal

    N/A

    Minimal

    Annual

    Use Cases

    Minimal

    N/A

    Minimal

    Annual

    Job Shadow

    Required

    N/A

    Required

    Ongoing

    Don’t change too much too quickly or try to introduce all of the tactics at once. Focus on 1-2 key tactics and spend a significant amount of time upfront building an effective process and rolling it out. Leverage the effectiveness of the initial tactics to push these initiatives forward.

    Peer Assist

    Minimal

    N/A

    Required

    Ongoing

    Action Review

    Minimal

    Minimal

    Some

    Ongoing

    Mentoring

    Required

    N/A

    Required

    Ongoing

    Transition Workshop

    Required

    Some

    Some

    Ongoing

    Story Telling

    Some

    Required

    Required

    Ongoing

    Job Share

    Some

    Minimal

    Required

    Ongoing

    Communities of Practice

    Required

    Required

    Required

    Ongoing

    2.2.1 Merge Your Knowledge Transfer Plans

    Populate the task column of the Project Planning and Monitoring Tool

    1. Take an inventory of all the tactics and techniques which you plan to employ. Eliminate redundancies where possible.
    2. Start your implementation with your highest risk group using explicit knowledge transfer tactics. Interviews, use cases, and process mapping will give you some quick wins and will help gain momentum for the project.
    3. Proactive and knowledge culture should then move forward to other tactics, the majority of which will require training and process design. Pick one to two other key tactics you would like to employ and build those out.
    4. Once you get more advanced, you can continue to grow the number of tactics you employ, but in the beginning, less is more. Keep growing your implementation roadmap one tactic at a time and track key metrics as you go.
    InputOutput
    • A list of project tasks to be completed.
    MaterialsParticipants
    • Project Planning Monitoring Tool.
    • IT Leadership Team

    Project Planning & Monitoring Tool

    2.2.2 Define Initiatives’ Timeframes

    Populate the estimated start and completion date and task owner columns of the Project Planning and Monitoring Tool.

    1. Define the time frame: time frames will depend on several factors. Consider the following while defining timelines for your knowledge transfer tactics:
    • Tactics you choose to employ
    • Availability of resources to implement the initiative
    • Technology requirements
  • Input the Start Date and End Date for each initiative via the drop-down. (Year 1-M1 = year 1, month 1 of implementation.)
  • Define the status of initiative:
    • Planned
    • In progress
    • Completed
  • The initiative owner will ensure each step of the rollout is executed as planned, and will:
    • Engage all required stakeholders at appropriate stages of the project.
    • Engage all required resources to implement the process and make sure that communication channels are open and available between all relevant parties.
    Input Output
    • Timeframes for all project tasks.
    Materials Participants
    • Project Planning and Monitoring Tool.
    • IT Leadership Team

    Project Planning & Monitoring Tool

    Once you start the implementation, leverage the Project Planning and Monitoring Tool for ongoing status updates

    Track your progress

    • Update your project roadmap as you complete the project and keep track of your progress by completing the “Actual Start Date” and “Actual Completion Date” as you go through your project.
    • Use the Progress Report tab in project team meetings to update stakeholders on which tasks have been completed on schedule, for an analysis of tasks to date, and project time management.
    The image contains screenshots from the Project Planning and Monitoring Tool.

    Phase #3

    Implement your knowledge transfer plans and roadmap

    Phase 1

    Phase 2

    Phase 3

    1.1 Obtain approval for project

    1.2 Identify knowledge and stakeholder risks

    2.1 Build knowledge transfer plans

    2.2 Build knowledge transfer roadmap

    3.1 Communicate your roadmap

    This phase will walk you through the following activities:

    • Preparing a key stakeholder communication presentation.

    This phase involves the following participants:

    • IT Leadership
    • Other key stakeholders

    Step 3.1

    Communicate Your Knowledge Transfer Roadmap to Stakeholders

    Activities

    3.1.1 Prepare IT Knowledge Transfer Roadmap Presentation

    The goal of this step is to be ready to communicate the roadmap with the project team, project sponsor, and other key stakeholders.

    Outcomes of this step

    • Key stakeholder communication deck.

    Use Info-Tech’s template to communicate with stakeholders

    Obtain approval for the IT Knowledge Transfer Roadmap by customizing Info-Tech’s IT Knowledge Transfer Roadmap Presentation Template designed to effectively convey your key messages. Tailor the template to suit your needs.

    It includes:

    • Project Context
    • Project Scope and Objectives
    • Knowledge Transfer Roadmap
    • Next Steps

    The image contains screenshots of the IT Knowledge Transfer Roadmap Presentation Template.

    Info-Tech Insight

    The support of IT leadership is critical to the success of your roadmap roll-out. Remind them of the project benefits and impact them hard with the risks/pain points.

    IT Knowledge Transfer Roadmap Presentation Template

    3.1.1 Prepare a Presentation for Your Project Team and Sponsor

    Now that you have created your knowledge transfer roadmap, the final step of the process is to get sign-off from the project sponsor to begin the planning process to roll-out your initiatives.

    Know your audience:

    1. Revisit your project charter to determine the knowledge transfer project stakeholders who will be included in your presentation audience.
    2. You want your presentation to be succinct and hard-hitting. Management’s time is tight, and they will lose interest if you drag out the delivery. Impact them hard and fast with the pains and benefits of your roadmap.
    3. The presentation should take no more than an hour. Depending on your audience, the actual presentation delivery could be quite short (12-13 slides). However, you want to ensure adequate time for Q & A.
    Input Output
    • Project charter
    • A completed presentation to communicate your knowledge transfer roadmap.
    Materials Participants
    • IT Knowledge Transfer Roadmap Presentation Template
    • IT leadership team
    • Project sponsor
    • Project stakeholders

    IT Knowledge Transfer Roadmap Presentation Template

    Related Info-Tech Research

    Build an IT Succession Plan

    Train Managers to Handle Difficult Conversations

    Lead Staff Through Change

    Bibliography

    Babcock, Pamela. “Shedding Light on Knowledge Management.” HR Magazine, 1 May 2004.

    King, Rachael. "Big Tech Problem as Mainframes Outlast Workforce." Bloomberg, 3 Aug. 2010. Web.

    Krill, Paul. “IT’s Most Wanted: Mainframe Programmers.” IDG Communications, Inc. 1 December 2011.

    McLean & Company. “Mitigate the Risk of Baby Boomer Retirement with Scalable Succession Planning.” 7 March 2016.

    McLean & Company. “Make the Case For Employee Engagement.” McLean and Company. 27 March 2014.

    PwC. “15th Annual Global CEO Survey: Delivering Results Growth and Value in a Volatile World.” PwC, 2012.

    Rocket Software, Inc. “Rocket Software 2022 Survey Report: The State of the Mainframe.” Rocket Software, Inc. January 2022. Accessed 30 April 2022.

    Ross, Jenna. “Intangible Assets: A Hidden but Crucial Driver of Company Value.” Visual Capitalist, 11 February 2020. Accessed 2 May 2022.

    Enterprise Network Design Considerations

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    Security, risk, and trust models play into how networks are designed and deployed. If these models are not considered during network design, band-aids and workarounds will be deployed to achieve the needed goals, potentially bypassing network controls.

    Our Advice

    Critical Insight

    The cloud “gold rush” has made it attractive for many enterprises to migrate services off the traditional network and into the cloud. These services are now outside of the traditional network and associated controls. This shifts the split of east-west vs. north-south traffic patterns, as well as extending the network to encompass services outside of enterprise IT’s locus of control.

    Impact and Result

    Where users access enterprise data or services and from which devices dictate the connectivity needed. With the increasing shift of work that the business is completing remotely, not all devices and data paths will be under the control of IT. This shift does not allow IT to abdicate from the responsibility to provide a secure network.

    Enterprise Network Design Considerations Research & Tools

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

    1. Enterprise Network Design Considerations Deck – A brief deck that outlines key trusts and archetypes when considering enterprise network designs.

    This blueprint will help you:

    • Enterprise Network Design Considerations Storyboard

    2. Enterprise Network Roadmap Technology Assessment Tool – Build an infrastructure assessment in an hour.

    Dispense with detailed analysis and customizations to present a quick snapshot of the road ahead.

    • Enterprise Network Roadmap Technology Assessment Tool
    [infographic]

    Further reading

    Enterprise Network Design Considerations

    It is not just about connectivity.

    Executive Summary

    Info-Tech Insight

    Connectivity and security are tightly coupled

    Security, risk, and trust models play into how networks are designed and deployed. If these models are not considered during network design, band-aids and workarounds will be deployed to achieve the needed goals, potentially bypassing network controls.

    Many services are no longer within the network

    The cloud “gold rush” has made it attractive for many enterprises to migrate services off the traditional network and into the cloud. These services are now outside of the traditional network and associated controls. This shifts the split of east-west vs. north-south traffic patterns, as well as extending the network to encompass services outside of enterprise IT’s locus of control.

    Users are demanding an anywhere, any device access model

    Where users access enterprise data or services and from which devices dictate the connectivity needed. With the increasing shift of work that the business is completing remotely, not all devices and data paths will be under the control of IT. This shift does not allow IT to abdicate from the responsibility to provide a secure network.

    Enterprise networks are changing

    The new network reality

    The enterprise network of 2020 and beyond is changing:

    • Services are becoming more distributed.
    • The number of services provided “off network” is growing.
    • Users are more often remote.
    • Security threats are rapidly escalating.

    The above statements are all accurate for enterprise networks, though each potentially to differing levels depending on the business being supported by the network. Depending on how affected the network in question currently is and will be in the near future, there are different common network archetypes that are best able to address these concerns while delivering business value at an appropriate price point.

    High-Level Design Considerations

    1. Understand Business Needs
    2. Understand what the business needs are and where users and resources are located.

    3. Define Your Trust Model
    4. Trust is a spectrum and tied tightly to security.

    5. Align With an Archetype
    6. How will the network be deployed?

    7. Understand Available Tooling
    8. What tools are in the market to help achieve design principles?

    Understand business needs

    Mission

    Never ignore the basics. Start with revisiting the mission and vision of the business to address relevant needs.

    Users

    Identify where users will be accessing services from. Remote vs. “on net” is a design consideration now more than ever.

    Resources

    Identify required resources and their locations, on net vs. cloud.

    Controls

    Identify required controls in order to define control points and solutions.

    Define a trust model

    Trust is a spectrum

    • There is a spectrum of trust, from fully trusted to not trusted at all. Each organization must decide for their network (or each area thereof) the appropriate level of trust to assign.
    • The ease of network design and deployment is directly proportional to the trust spectrum.
    • When resources and users are outside of direct IT control, the level of appropriate trust should be examined closely.

    Implicit

    Trust everything within the network. Security is perimeter based and designed to stop external actors from entering the large trusted zone.

    Controlled

    Multiple zones of trust within the network. Segmentation is a standard practice to separate areas of higher and lower trust.

    Zero

    Verify trust. The network is set up to recognize and support the principle of least privilege where only required access is supported.

    Align with an archetype

    Archetypes are a good guide

    • Using a defined archetype as a guiding principle in network design can help clarify appropriate tools or network structures.
    • Different aspects of a network can have different archetypes where appropriate (e.g. IT vs. OT [operational technology] networks).

    Traditional

    Services are provided from within the traditional network boundaries and security is provided at the network edge.

    Hybrid

    Services are provided both externally and from within the traditional network boundaries, and security is primarily at the network edge.

    Inverted

    Services are provided primarily externally, and security is cloud centric.

    Traditional networks

    Resources within network boundaries

    Moat and castle security perimeter

    Abstract

    A traditional network is one in which there are clear boundaries defined by a security perimeter. Trust can be applied within the network boundaries as appropriate, and traffic is generally routed through internally deployed control points that may be centralized. Traditional networks commonly include large firewalls and other “big iron” security and control devices.

    Network Design Tenets

    • The full network path from resource to user is designed, deployed, and controlled by IT.
    • Users external to the network must first connect to the network to gain access to resources.
    • Security, risk, and trust controls will be implemented by internal enterprise hardware/software devices.

    Control

    In the traditional network, it is assumed that all required control points can be adequately deployed across hardware/software that is “on prem” and under the control of central IT.

    Info-Tech Insight

    With increased cloud services provided to end users, this network is now more commonly used in data centers or OT networks.

    Traditional networks

    The image contains an example of what traditional networks look like, as described in the text below.

    Defining Characteristics

    • Traffic flows in a defined path under the control of IT to and from central IT resources.
    • Due to visibility into, and the control of, the traffic between the end user and resources, IT can relatively simply implement the required security controls on owned hardware.

    Common Components

    • Traditional offices
    • Remote users/road warriors
    • Private data center/colocation space

    Hybrid networks

    Resources internal and external to network

    Network security perimeter combined with cloud protection

    Abstract

    A hybrid network is one that combines elements of a traditional network with cloud resources. As some of these resources are not fully under the control of IT and may be completely “offnet” or loosely coupled to the on-premises network, the security boundaries and control points are less likely to be centralized. Hybrid networks allow the flexibility and speed of cloud deployment without leaving behind traditional network constructs. This generally makes them expensive to secure and maintain.

    Network Design Tenets

    • The network path from resource to user may not be in IT’s locus of control.
    • Users external to the network must first connect to the network to gain access to internal resources but may directly access publicly hosted ones.
    • Security, risk, and trust controls may potentially be implemented by a mixture of internal enterprise hardware/software devices and external control points.

    Control

    The hallmark of a hybrid network is the blending of public and private resources. This blending tends to necessitate both public and private points of control that may not be homogenous.

    Info-Tech Insight

    With multiple control points to address, take care in simplifying designs while addressing all concerns to ease operational load.

    Hybrid networks

    The image contains an example of what hybrid networks look like, as described in the text below.

    Defining Characteristics

    • Traffic flows to central resources across a defined path under the control of IT.
    • Traffic to cloud assets may be partially under the control of IT.
    • For central resources, the traffic to and from the end user can have the required security controls relatively simply implemented on owned hardware.
    • For public cloud assets, IT may or may not have some control over part of the path.

    Common Components

    • Traditional offices
    • Remote users/road warriors
    • Private data center/colocation space
    • Public cloud assets (IaaS/PaaS/SaaS)

    Inverted perimeter

    Resources primarily external to the network

    Security control points are cloud centric

    Abstract

    An inverted perimeter network is one in which security and control points cover the entire workflow, on or off net, from the consumer of services through to the services themselves with zero trust. Since the control plane is designed to encompass the workflow in a secure manner, much of the underlying connectivity can be abstracted. In an extreme version of this deployment, IT would abstract end-user access, and any cloud-based or on-premises resources would be securely published through the control plane with context-aware precision access.

    Network Design Tenets

    • The network path from resource to user is abstracted and controlled by IT through services like secure access service edge (SASE).
    • Users only need internet access and appropriate credentials to gain access to resources.
    • Security, risk, and trust controls will be implemented through external cloud based services.

    Control

    An inverted network abstracts the lower-layer connectivity away and focuses on implementing a cloud-based zero trust control plane.

    Info-Tech Insight

    This model is extremely attractive for organizations that consume primarily cloud services and have a large remote work force.

    Inverted networks

    The image contains an example of what inverted networks look like, as described in the text below.

    Defining Characteristics

    • The end user does not have to be in a defined location.
    • All central resources that are to be accessed are hosted on cloud resources.
    • IT has little to no control of the path between the end user and central resources.

    Common Components

    • Traditional offices
    • Regent offices/shared workspaces
    • Remote users/road warriors
    • Public cloud assets (IaaS/PaaS/SaaS)

    Understand available tooling

    Don’t buy a hammer and go looking for nails

    • A network archetype must be defined in order to understand what tools (hardware or software) are appropriate for consideration in a network build or refresh.
    • Tools are purpose built and generally designed to solve specific problems if implemented and operated correctly. Choose the tools to align with the challenges that you are solving as opposed to choosing tools and then trying to use those purchases to overcome challenges.
    • The purchase of a tool does not allow for abdication of proper design. Tools must be chosen appropriately and integrated properly to orchestrate the best solutions. Purchasing a tool and expecting the tool to solve all your issues rarely succeeds.

    “It is essential to have good tools, but it is also essential that the tools should be used in the right way.” — Wallace D. Wattles

    Software-defined WAN (SD-WAN)

    Simplified branch office connectivity

    Archetype Value: Traditional Networks

    What It Is Not

    SD-WAN is generally not a way to slash spending by lowering WAN circuit costs. Though it is traditionally deployed across lower cost access, to minimize risk and realize the most benefits from the platform many organizations install multiple circuits with greater bandwidths at each endpoint when replacing the more costly traditional circuits. Though this maximizes the value of the technology investment, it will result in the end cost being similar to the traditional cost plus or minus a small percentage.

    What It Is

    SD-WAN is a subset of software-defined networking (SDN) designed specifically to deploy a secure, centrally managed, connectivity agnostic, overlay network connecting multiple office locations. This technology can be used to replace, work in concert with, or augment more traditional costly connectivity such as MPLS or private point to point (PtP) circuits. In addition to the secure overlay, SD-WAN usually also enables policy-based, intelligent controls, based on traffic and circuit intelligence.

    Why Use It

    You have multiple endpoint locations connected by expensive lower bandwidth traditional circuits. Your target is to increase visibility and control while controlling costs if and where possible. Ease of centralized management and the ability to more rapidly turn up new locations are attractive.

    Cloud access security broker (CASB)

    Inline policy enforcement placed between users and cloud services

    Archetype Value: Hybrid Networks

    What It Is Not

    CASBs do not provide network protection; they are designed to provide compliance and enforcement of rules. Though CASBs are designed to give visibility and control into cloud traffic, they have limits to the data that they generally ingest and utilize. A CASB does not gather or report on cloud usage details, licencing information, financial costing, or whether the cloud resource usage is aligned with the deployment purpose.

    What It Is

    A CASB is designed to establish security controls beyond a company’s environment. It is commonly deployed to augment traditional solutions to extend visibility and control into the cloud. To protect assets in the cloud, CASBs are designed to provide central policy control and apply services primarily in the areas of visibility, data security, threat protection, and compliance.

    Why Use It

    You a mixture of on-premises and cloud assets. In moving assets out to the cloud, you have lost the traditional controls that were implemented in the data center. You now need to have visibility and apply controls to the usage of these cloud assets.

    Secure access service edge (SASE)

    Convergence of security and service access in the cloud

    Archetype Value: Inverted Networks

    What It Is Not

    Though the service will consist of many service offerings, SASE is not multiple services strung together. To present the value proposed by this platform, all functionality proposed must be provided by a single platform under a “single pane of glass.” SASE is not a mature and well-established service. The market is still solidifying, and the full-service definition remains somewhat fluid.

    What It Is

    SASE exists at the intersection of network-as-a-service and network-security-as-a-service. It is a superset of many network and security cloud offerings such as CASB, secure web gateway, SD-WAN, and WAN optimization. Any services offered by a SASE provider will be cloud hosted, presented in a single stack, and controlled through a single pane of glass.

    Why Use It

    Your network is inverting, and services are provided primarily as cloud assets. In a full realization of this deployment’s value, you would abstract how and where users gain initial network access yet remain in control of the communications and data flow.

    Activity

    Understand your enterprise network options

    Activity: Network assessment in an hour

    • Learn about the Enterprise Network Roadmap Technology Assessment Tool
    • Complete the Enterprise Network Roadmap Technology Assessment Tool

    This activity involves the following participants:

    • IT strategic direction decision makers.
    • IT managers responsible for network.
    • Organizations evaluating platforms for mission critical applications.

    Outcomes of this step:

    • Completed Enterprise Network Roadmap Technology Assessment Tool

    Info-Tech Insight

    Review your design options with security and compliance in mind. Infrastructure is no longer a standalone entity and now tightly integrates with software-defined networks and security solutions.

    Build an assessment in an hour

    Learn about the Enterprise Network Roadmap Technology Assessment Tool.

    This workbook provides a high-level analysis of a technology’s readiness for adoption based on your organization’s needs.

    • The workbook then places the technology on a graph that measures both the readiness and fit for your organization. In addition, it provides warnings for specific issues and lets you know if you have considerable uncertainty in your answers.
    • At a glance you can now communicate what you are doing to help the company:
      • Grow
      • Save money
      • Reduce risk
    • Regardless of your specific audience, these are important stories to be able to tell.
    The image contains three screenshots from the Enterprise Network Roadmap Technology Assessment Tool.

    Build an assessment in an hour

    Complete the Enterprise Network Roadmap Technology Assessment Tool.

    Dispense with detailed analysis and customizations to present a quick snapshot of the road ahead.

    1. Weightings: Adjust the Weighting tab to meet organizational needs. The provided weightings for the overall solution areas are based on a generic firm; individual firms will have different needs.
    2. Data Entry: For each category, answer the questions for the technology you are considering. When you have completed the questionnaire, go to the next tab for the results.
    3. Results: The Enterprise Network Roadmap Technology Assessment Tool provides a value versus readiness assessment of your chosen technology customized to your organization.

    The image contains three screenshots from the Enterprise Network Roadmap Technology Assessment Tool. It has a screenshot for each step as described in the text above.

    Related Info-Tech Research

    Effectively Acquire Infrastructure Services

    Acquiring a service is like buying an experience. Don’t confuse the simplicity of buying hardware with buying an experience.

    Outsource IT Infrastructure to Improve System Availability, Reliability, and Recovery

    There are very few IT infrastructure components you should be housing internally – outsource everything else.

    Build Your Infrastructure Roadmap

    Move beyond alignment: Put yourself in the driver’s seat for true business value.

    Drive Successful Sourcing Outcomes With a Robust RFP Process

    Leverage your vendor sourcing process to get better results.

    Research Authors

    The image contains a photo of Scott Young.

    Scott Young, Principal Research Advisor, Info-Tech Research Group

    Scott Young is a Director of Infrastructure Research at Info-Tech Research Group. Scott has worked in the technology field for over 17 years, with a strong focus on telecommunications and enterprise infrastructure architecture. He brings extensive practical experience in these areas of specialization, including IP networks, server hardware and OS, storage, and virtualization.

    The image contains a photo of Troy Cheeseman.

    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.

    Bibliography

    Ahlgren, Bengt. “Design considerations for a network of information.” ACM Digital Library, 21 Dec. 2008.

    Cox Business. “Digital transformation is here. Is your business ready to upgrade your mobile work equation?” BizJournals, 1 April 2022. Accessed April 2022.

    Elmore, Ed. “Benefits of integrating security and networking with SASE.” Tech Radar, 1 April 2022. Web.

    Greenfield, Dave. “From SD-WAN to SASE: How the WAN Evolution is Progressing.” Cato Networks, 19 May 2020. Web

    Korolov, Maria. “What is SASE? A cloud service that marries SD-WAN with security.” Network World, 7 Sept. 2020. Web.

    Korzeniowski, Paul, “CASB tools evolve to meet broader set of cloud security needs.” TechTarget, 26 July 2019. Accessed March 2022.

    Develop Meaningful Service Metrics

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    • Parent Category Name: Service Management
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    • IT organizations measure services from a technology perspective but rarely from a business goal or outcome perspective.
    • Most organizations do a poor job of identifying and measuring service outcomes over the duration of a service’s lifecycle – never ensuring the services remain valuable and meet expected long-term ROI.

    Our Advice

    Critical Insight

    • Service metrics are critical to ensuring alignment of IT service performance and business service value achievement.
    • Service metrics reinforce positive business and end-user relationships by providing user-centric information that drives responsiveness and consistent service improvement.
    • Poorly designed metrics drive unintended and unproductive behaviors that have negative impacts on IT and produce negative service outcomes.

    Impact and Result

    Effective service metrics will provide the following service gains:

    • Confirm service performance and identify gaps.
    • Drive service improvement to maximize service value.
    • Validate performance improvements while quantifying and demonstrating business value.
    • Ensure service reporting aligns with end-user experience.
    • Achieve and confirm process and regulatory compliance.

    Which will translate into the following relationship gains:

    • Embed IT into business value achievement.
    • Improve the relationship between the business and IT.
    • Achieve higher customer satisfaction (happier end users receiving expected service, the business is able to identify how things are really performing).
    • Reinforce desirable actions and behaviors from both IT and the business.

    Develop Meaningful Service Metrics Research & Tools

    Start here – read the Executive Brief

    Read our concise Executive Brief to find out why you should develop meaningful service metrics, 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:

    • Develop Meaningful Service Metrics – Executive Brief
    • Develop Meaningful Service Metrics – Phases 1-3

    1. Design the metrics

    Identify the appropriate service metrics based on stakeholder needs.

    • Develop Meaningful Service Metrics to Ensure Business and User Satisfaction – Phase 1: Design the Metrics
    • Metrics Development Workbook

    2. Design reports and dashboards

    Present the right metrics in the most interesting and stakeholder-centric way possible.

    • Develop Meaningful Service Metrics to Ensure Business and User Satisfaction – Phase 2: Design Reports and Dashboards
    • Metrics Presentation Format Selection Guide

    3. Implement, track, and maintain

    Run a pilot with a smaller sample of defined service metrics, then continuously validate your approach and make refinements to the processes.

    • Develop Meaningful Service Metrics to Ensure Business and User Satisfaction – Phase 3: Implement, Track, and Maintain
    • Metrics Tracking Tool
    [infographic]

    Workshop: Develop Meaningful Service Metrics

    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 Design the Metrics

    The Purpose

    Define stakeholder needs for IT based on their success criteria and identify IT services that are tied to the delivery of business outcomes.

    Derive meaningful service metrics based on identified IT services and validate that metrics can be collected and measured.

    Key Benefits Achieved

    Design meaningful service metrics from stakeholder needs.

    Validate that metrics can be collected and measured.

    Activities

    1.1 Determine stakeholder needs, goals, and pain points.

    1.2 Determine the success criteria and related IT services.

    1.3 Derive the service metrics.

    1.4 Validate the data collection process.

    1.5 Validate metrics with stakeholders.

    Outputs

    Understand stakeholder priorities

    Adopt a business-centric perspective to align IT and business views

    Derive meaningful business metrics that are relevant to the stakeholders

    Determine if and how the identified metrics can be collected and measured

    Establish a feedback mechanism to have business stakeholders validate the meaningfulness of the metrics

    2 Design Reports and Dashboards

    The Purpose

    Determine the most appropriate presentation format based on stakeholder needs.

    Key Benefits Achieved

    Ensure the metrics are presented in the most interesting and stakeholder-centric way possible to guarantee that they are read and used.

    Activities

    2.1 Understand the different presentation options.

    2.2 Assess stakeholder needs for information.

    2.3 Select and design the metric report.

    Outputs

    Learn about infographic, scorecard, formal report, and dashboard presentation options

    Determine how stakeholders would like to view information and how the metrics can be presented to aid decision making

    Select the most appropriate presentation format and create a rough draft of how the report should look

    3 Implement, Track, and Maintain Your Metrics

    The Purpose

    Run a pilot with a smaller sample of defined service metrics to validate your approach.

    Make refinements to the implementation and maintenance processes prior to activating all service metrics.

    Key Benefits Achieved

    High user acceptance and usability of the metrics.

    Processes of identifying and presenting metrics are continuously validated and improved.

    Activities

    3.1 Select the pilot metrics.

    3.2 Gather data and set initial targets.

    3.3 Generate the reports and validate with stakeholders.

    3.4 Implement the service metrics program.

    3.5 Track and maintain the metrics program.

    Outputs

    Select the metrics that should be first implemented based on urgency and impact

    Complete the service intake form for a specific initiative

    Create a process to gather data, measure baselines, and set initial targets

    Establish a process to receive feedback from the business stakeholders once the report is generated

    Identify the approach to implement the metrics program across the organization

    Set up mechanism to ensure the success of the metrics program by assessing process adherence and process validity

    Further reading

    Develop Meaningful Service Metrics

    Select IT service metrics that drive business value.

    ANALYST PERSPECTIVE

    Are you measuring and reporting what the business needs to know?

    “Service metrics are one of the key tools at IT’s disposal in articulating and ensuring its value to the business, yet metrics are rarely designed and used for that purpose.

    Creating IT service metrics directly from business and stakeholder outcomes and goals, written from the business perspective and using business language, is critical to ensuring that the services that IT provides are meeting business needs.

    The ability to measure, manage, and improve IT service performance in relation to critical business success factors, with properly designed metrics, embeds IT in the value chain of the business and ensures IT’s focus on where and how it enables business outcomes.”

    Valence Howden,
    Senior Manager, CIO Advisory
    Info-Tech Research Group

    Our understanding of the problem

    This Research Is Designed For:
    • CIO
    • IT VPs
    This Research Will Help You:
    • Align business/IT objectives (design top-down or outside-in)
    • Significantly improve the relationship between the business and IT aspects of the organization
    • Reinforce desirable actions and behaviors
    This Research Will Also Assist:
    • Service Level Managers
    • Service Owners
    • Program Owners
    This Research Will Help Them
    • Identify unusual deviations from the normal operating state
    • Drive service improvement to maximize service value
    • Validate the value of performance improvements while quantifying and demonstrating benefits realization

    Executive summary

    Situation

    • IT organizations measure services from a technology perspective yet rarely measure services from a business goal/outcome perspective.
    • Most organizations do a poor job of identifying and measuring service outcomes over the duration of a service’s lifecycle – never ensuring the services remain valuable and meet expected long-term ROI.

    Complication

    • IT organizations have difficulty identifying the right metrics to demonstrate the value of IT services to the business in tangible terms.
    • IT metrics, as currently designed, reinforce division between the IT and business perspectives of service performance. They drive siloed thinking and finger-pointing within the IT structure, and prevent IT resources from understanding how their work impacts business value.

    Resolution

    • Our program enables IT to develop the right service metrics to tie IT service performance to business value and user experience.
    • Ensure the metrics you implement have immediate stakeholder value, reinforcing alignment between IT and the business while influencing behavior in the desired direction.
    • Make sure that your metrics are defined in relation to the business goals and drivers, ensuring they will provide actionable outcomes.

    Info-Tech Insight

    1. Service metrics are critical to ensuring alignment of IT service performance and business service value achievement.
    2. Service metrics reinforce positive business and end-user relationships by providing user-centric information that drives responsiveness and consistent service improvement.
    3. Poorly designed metrics drive unintended and unproductive behaviors, which have negative impacts on IT and produce negative service outcomes.

    Service metrics 101

    What are service metrics?

    Service metrics measure IT services in a way that relates to a business outcome. IT needs to measure performance from the business perspective using business language.

    Why do we need service metrics?

    To ensure the business cares about the metrics that IT produces, start with business needs to make sure you’re measuring the right things. This will give IT the opportunity talk to the right stakeholders and develop metrics that will meet their business needs.

    Service metrics are designed with the business perspective in mind, so they are fully aligned with business objectives.

    Perspectives Matter

    Different stakeholders will require different types of metrics. A CEO may require metrics that provide a snapshot of the critical success of the company while a business manager is more concerned about the performance metrics of their department.

    What are the benefits of implementing service metrics?

    Service metrics help IT communicate with the business in business terms and enables IT to articulate how and where they provide business value. Business stakeholders can also easily understand how IT services contribute to their success.

    The majority of CIOs feel metrics relating to business value and stakeholder satisfaction require significant improvement

    A significantly higher proportion of CIOs than CEOs feel that there is significant improvement necessary for business value metrics and stakeholder satisfaction reporting. Stacked horizontal bar chart presenting survey results from CIOs and CXOs of 'Business Value Metrics'. Answer options are 'Effective', 'Some Improvement Necessary', 'Significant Improvement Necessary', and 'Not Required'.N=364

    Stacked horizontal bar chart presenting survey results from CIOs and CXOs of 'Stakeholder Satisfaction Reporting'. Answer options are 'Effective', 'Some Improvement Necessary', 'Significant Improvement Necessary', and 'Not Required'.N=364

    (Source: Info-Tech CIO-CXO Alignment Diagnostic Survey)

    Meaningless metrics are a headache for the business

    A major pitfall of many IT organizations is that they often provide pages of technical metrics that are meaningless to their business stakeholders.

    1. Too Many MetricsToo many metrics are provided and business leaders don’t know what to do with these metrics.
    2. Metrics Are Too TechnicalIT provides technical metrics that are hard to relate to business needs, and methods of calculating metrics are not clearly understood, articulated, and agreed on.
    3. Metrics Have No Business ValueService metrics are not mapped to business goals/objectives and they drive incorrect actions or spend.
    When considering only CEOs who said that stakeholder satisfaction reporting needed significant improvement, the average satisfaction score goes down to 61.6%, which is a drop in satisfaction of 12%.

    A bar that says 73% dropping to a bar that says 61%. Description above.

    (Source: Info-Tech Research Group CIO-CXO Alignment Diagnostic Survey)

    Poorly designed metrics hurt IT’s image within the organization

    By providing metrics that do not articulate the value of IT services, IT reinforces its role as a utility provider and an outsider to strategic decisions.

    When the CIOs believe business value metrics weren’t required, 50% of their CEOs said that significant improvements were necessary.

    Pie Chart presenting the survey results from CEOs regarding 'Business Value Metrics'. Description above.

    (Source: Info-Tech Research Group CIO-CXO Alignment Diagnostic Survey)
    1. Reinforce the wrong behaviorThe wrong metrics drive us-against-them, siloed thinking within IT, and meeting metric targets is prioritized over providing meaningful outcomes.
    2. Do not reflect user experienceMetrics don’t align with actual business/user experience, reinforcing a poor view of IT services.
    3. Effort ≠ ValueInvesting dedicated resources and effort to the achievement of the wrong metrics will only leave IT more constrained for other important initiatives.

    Articulate meaningful service performance that supports the achievement of business outcomes

    Service metrics measure the performance of IT services and how they enable or drive the activity outcomes.

    A business process consists of multiple business activities. In many cases, these business activities require one or more supporting IT services.

    A 'Business Process' broken down to its parts, multiple 'Business Activities' and their 'IT Services'. For each business process, business stakeholders and their goals and objectives should be identified.

    For each business activity that supports the completion of a business process, define the success criteria that must be met in order to produce the desirable outcome.

    Identify the IT services that are used by business stakeholders for each business activity. Measure the performance of these services from a business perspective to arrive at the appropriate service metrics.

    Differentiate between different types of metrics

    Stakeholders have different goals and objectives; therefore, it is critical to identify what type of metrics should be presented to each stakeholder.

    Business Metrics

    Determine Business Success

    Business metrics are derived from a pure business perspective. These are the metrics that the business stakeholders will measure themselves on, and business success is determined using these metrics.

    Arrow pointing right.

    Service Metrics

    Manage Service Value to the Business

    Service metrics are used to measure IT service performance against business outcomes. These metrics, while relating to IT services, are presented in business terms and are tied to business goals.

    Arrow pointing right.

    IT Metrics

    Enable Operational Excellence

    IT metrics are internal to the IT organization and used to manage IT service delivery. These metrics are technical, IT-specific, and drive action for IT. They are not presented to the business, and are not written in business language.

    Implementing service metrics is a key step in becoming a service provider and business partner

    As a prerequisite, IT organizations must have already established a solid relationship with the business and have a clear understanding of its critical business-facing services.

    At the very least, IT needs to have a service-oriented view and understand the specific needs and objectives associated with each stakeholder.

    Visualization of 'Business Relationship Management' with an early point on the line representing 'Service Provider: Establish service-oriented culture and business-centric service delivery', and the end of the line being 'Strategic Partner'.

    Once IT can present service metrics that the business cares about, it can continue on the service provider journey by managing the performance of services based on business needs, determine and influence service demand, and assess service value to maximize benefits to the business.

    Which processes drive service metrics?

    Both business relationship management (BRM) and service level management (SLM) provide inputs into and receive outputs from service metrics.

    Venn Diagram of 'Business Relationship Management', 'Service Metrics', and 'Service Level Management'.

    Business Relationship Management

    BRM works to understand the goals and objectives of the business and inputs them into the design of the service metrics.

    Service Metrics

    BRM leverages service metrics to help IT organizations manage the relationship with the business.

    BRM articulates and manages expectations and ensures IT services are meeting business requirements.

    Which processes drive service metrics?

    Both BRM and SLM provide inputs into and receive outputs from service metrics.

    Venn Diagram of 'Business Relationship Management', 'Service Metrics', and 'Service Level Management'.

    Service Level Management

    SLM works with the business to understand service requirements, which are key inputs in designing the service metrics.

    Service Metrics

    SLM leverages service metrics in overseeing the day-to-day delivery of IT services. It ensures they are provided to meet expected service level targets and objectives.

    Effective service metrics will deliver both service gains and relationship gains

    Effective service metrics will provide the following service gains:

    • Confirm service performance and identify gaps
    • Drive service improvement to maximize service value
    • Validate performance improvements while quantifying and demonstrating business value
    • Ensure service reporting aligns with end-user experience
    • Achieve and confirm process and regulatory compliance
        Which will translate into the following relationship gains:
        • Embed IT into business value achievement
        • Improve relationship between the business and IT
        • Achieve higher customer satisfaction (happier end users receiving expected service, the business is able to identify how things are really performing)
        • Reinforce desirable actions and behaviors from both IT and the business

    Don’t let conventional wisdom become your roadblock

    Conventional Wisdom

    Info-Tech Perspective

    Metrics are measured from an application or technology perspective Metrics need to be derived from a service and business outcome perspective.
    The business doesn’t care about metrics Metrics are not usually designed to speak in business terms about business outcomes. Linking metrics to business objectives creates metrics that the business cares about.
    It is difficult to have a metrics discussion with the business It is not a metrics/number discussion, it is a discussion on goals and outcomes.
    Metrics are only presented for the implementation of the service, not the ongoing outcome of the service IT needs to focus on service outcome and not project outcome.
    Quality can’t be measured Quality must be measured in order to properly manage services.

    Our three-phase approach to service metrics development

    Let Info-Tech guide you through your service metrics journey

    1

    2

    3

    Design Your Metrics Develop and Validate Reporting Implement, Track, and Maintain
    Sample of Phase 1 of Info-Tech's service metric development package, 'Design Your Metrics'. Sample of Phase 2 of Info-Tech's service metric development package, 'Develop and Validate Reporting'. Sample of Phase 3 of Info-Tech's service metric development package, 'Implement, Track, and Maintain'.
    Start the development and creation of your service metrics by keeping business perspectives in mind, so they are fully aligned with business objectives. Identify the most appropriate presentation format based on stakeholder preference and need for metrics. Track goals and success metrics for your service metrics programs. It allows you to set long-term goals and track your results over time.

    CIOs must actively lead the design of the service metrics program

    The CIO must actively demonstrate support for the service metrics program and lead the initial discussions to determine what matters to business leaders.

    1. Lead the initiative by defining the need
      Show visible support and demonstrate importance
    2. Articulate the value to both IT and the business
      Establish the urgency and benefits
    3. Select and assemble an implementation group
      Find the best people to get the job done
    4. Drive initial metrics discussions: goals, objectives, actions
      Lead brainstorming with senior business leaders
    5. Work with the team to determine presentation formats and communication methods
      Identify the best presentation approach for senior stakeholders
    6. Establish a feedback loop for senior management
      Solicit feedback on improvements
    7. Validate the success of the metrics
      Confirm service metrics support business outcomes

    Measure the success of your service metrics

    It is critical to determine if the designed service metrics are fulfilling their intended purpose. The process of maintaining the service metrics program and the outcomes of implementing service metrics need to be monitored and tracked.

    Validating Service Metrics Design

    Target Outcome

    Related Metrics

    The business is enabled to identify and improve service performance to their end customer # of improvement initiatives created based on service metrics
    $ cost savings/revenue generated due to actions derived from service metrics

    Procedure to validate the usefulness of IT metrics

    # / % of service metrics added/removed per year

    Alignment between IT and business objectives and processes Business’ satisfaction with IT

    Measure the success of your service metrics

    It is critical to determine if the designed service metrics are fulfilling their intended purpose. The process of maintaining the service metrics program and the outcomes of implementing service metrics need to be monitored and tracked.

    Validating Service Metrics Process

    Target Outcome

    Related Metrics

    Properly defined service metrics aligned with business goals/outcomes
    Easy understood measurement methodologies
    % of services with (or without) defined service metrics

    % of service metrics tied to business goals

    Consistent approach to review and adjust metrics# of service metrics adjusted based on service reviews

    % of service metrics reviewed on schedule

    Demonstrate monetary value and impact through the service metrics program

    In a study done by the Aberdeen Group, organizations engaged in the use of metrics benchmarking and measurement have:
    • 88% customer satisfaction rate
    • 60% service profitability
    • 15% increase in workforce productivity over the last 12 months

    Stock image of a silhouette of three people's head and shoulders.
    (Source: Aberdeen Group. “Service Benchmarking and Measurement.”)

    A service metric is defined for: “Response time for Business Application A

    The expected response time has not been achieved and this is visible in the service metrics. The reduced performance has been identified as having an impact of $250,000 per month in lost revenue potential.

    The service metric drove an action to perform a root-cause analysis, which identified a network switch issue and drove a resolution action to fix the technology and architect redundancy to ensure continuity.

    The fix eliminated the performance impact, allowing for recovery of the $250K per month in revenue, improved end-user confidence in the organization, and increased use of the application, creating additional revenue.

    Implementing and measuring a video conferencing service

    CASE STUDY
    Industry: Manufacturing | Source: CIO interview and case material
    Situation

    The manufacturing business operates within numerous countries and requires a lot of coordination of functions and governance oversight. The company has monthly meetings, both regional and national, and key management and executives travel to attend and participate in the meetings.

    Complication

    While the meetings provide a lot of organizational value, the business has grown significantly and the cost of business travel has started to become prohibitive.

    Action

    It was decided that only a few core meetings would require onsite face-to-face meetings, and for all other meetings, the company would look at alternative means. The face-to-face aspect of the meetings was still considered critical so they focused on options to retain that aspect.

    The IT organization identified that they could provide a video conferencing service to meet the business need. The initiative was approved and rolled out in the organization.

    Result:

    IT service metrics needed to be designed to confirm that the expected value outcome of the implementation of video conferencing was achieved.

    Under the direction of the CIO, the business goals and needs driving use of the service (i.e. reduction in travel costs, efficiency, no loss of positive outcome) were used to identify success criteria and key questions to confirm success.

    With this information, the service manager was able to implement relevant service metrics in business language and confirmed an 80% adoption rate and a 95% success rate in term meetings running as expected and achieving core outcomes.

    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

    Develop meaningful service metrics to ensure business and user satisfaction

    1. Design the Metrics 2. Design Reports and Dashboards 3. Implement, Track, and Maintain
    Supporting Tool icon

    Best-Practice Toolkit

    1. Defining stakeholder needs for IT based on their success criteria
    2. Derive meaningful service metrics based on identified IT services and validate with business stakeholders
    3. Validate metrics can be collected and measured
    4. Determine calculation methodology
    1. Presentation format selected based on stakeholder needs and preference for information
    2. Presentation format validated with stakeholders
    1. Identify metrics that will be presented first to the stakeholders based on urgency or impact of the IT service
    2. Determine the process to collect data, select initial targets, and integrate with SLM and BRM functions
    3. Roll out the metrics implementation for a broader audience
    4. Establish roles and timelines for metrics maintenance

    Guided Implementations

    • Design metrics based on business needs
    • Validate the metrics
    • Select presentation format
    • Review metrics presentation design
    • Select and implement pilot metrics
    • Determine rollout process and establish maintenance/tracking mechanism
    Associated Activity icon

    Onsite Workshop

    Module 1:
    Derive Service Metrics From Business Goals
    Module 2:
    Select and Design Reports and Dashboards
    Module 3:
    Implement, Track, and Maintain Your Metrics to Ensure Success
    Phase 1 Outcome:
    • Meaningful service metrics designed from stakeholder needs
    Phase 2 Outcome:
    • Appropriate presentation format selected for each stakeholder
    Phase 3 Outcome:
    • Metrics implemented and process established to maintain and track program success

    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
    Design the Metrics
    Determine Presentation Format and Implement Metrics
    Gather Service Level Requirements
    Monitor and Improve Service Levels

    Activities

    • 1.1 Determine stakeholder needs
    • 1.2 Determine success criteria and key performance indicators
    • 1.3 Derive metrics
    • 1.4 Validate the metric collection
    • 2.1 Discuss stakeholder needs/preference for data and select presentation format
    • 2.2 Select and design the metric report
    • Requirements
    • 3.1 Determine the business requirements
    • 3.2 Negotiate service levels
    • 3.3 Align operational level agreements (OLAs) and supplier contracts
    • 4.1 Conduct service report and perform service review
    • 4.2 Communicate service review
    • 4.3 Remediate issues using action plan
    • 4.4 Proactive prevention

    Deliverables

    1. Metrics Development Workbook
    1. Metrics Presentation Format Selection Guide
    2. Metrics Tracking Tool
    1. Service Level Management SOP
    2. Service Level Agreement
    1. Service Level Report
    2. Service Level Review
    3. Business Satisfaction Report

    Develop Meaningful Service Metrics to Ensure Business and User Satisfaction

    PHASE 1

    Design the Metrics

    Step (1): Design the Metrics

    PHASE 1 PHASE 2 PHASE 3

    1.1

    Derive the Service Metrics

    1.2

    Validate the Metrics

    2.1

    Determine Reporting Format

    3.1

    Select Pilot Metrics

    3.2

    Activate and Maintain Metrics

    This step involves the following participants:

    • CIO
    • Business Relationship Manager (BRM)
    • Service Level Manager (SLM)

    Outcomes of this step

    • Defined stakeholder needs for IT based on their success criteria
    • Identified IT services that are tied to the delivery of business outcomes
    • Derived meaningful service metrics based on identified IT services and validated with business stakeholders
    • Validated that metrics can be collected and measured
    • Determined calculation methodology

    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: Design the Metrics

    Proposed Time to Completion (in weeks): 4 weeks
    Step 1.1: Design Metrics Step 1.2: Validate the Metrics
    Start with an analyst kick-off call:
    • Determine the stakeholder and their needs
    • Identify IT services that are tied to the delivery of business outcomes
    • Derive the service metrics
    Review findings with analyst:
    • For the selected metrics, identify the data source for collection
    • Validate whether or not the data can be created
    • Create a calculation method for the metrics
    Then complete these activities…
    • Using the methodology provided, identify additional stakeholders and map out their success criteria, including KPIs to determine the appropriate service metrics
    Then complete these activities…
    • Determine whether the designed metrics are measurable, and if so, how
    With these tools & templates:
    • Metrics Development Workbook
    With these tools & templates:
    • Metrics Development Workbook

    Design your service metrics – overview

    Figure representing 'CIO'. Step 1
    Derive your service metrics

    Metrics Worksheet

    Figure representing 'SLM' and/or 'BRM'. Step 2
    Validate your metrics

    Metrics Worksheet

    Figures representing 'CIO', 'SLM', and/or 'BRM'. Step 3
    Confirm with stakeholders

    Metrics Tracking Sheet

    A star.

    Defined IT Service Metrics

    Deriving the right metrics is critical to ensuring that you will generate valuable and actionable service metrics.

    Derive your service metrics from business objectives and needs

    Service metrics must be designed with the business perspective in mind so they are fully aligned with business objectives.

    Thus, IT must start by identifying specific stakeholder needs. The more IT understands about the business, the more relevant the metrics will be to the business stakeholders.

    1. Who are your stakeholders?
    2. What are their goals and pain points?
    3. What do the stakeholders need to know?
    4. What do I need to measure?
    5. Derive your service metrics

    Derive your service metrics

    Supporting Tool icon 1.1 Metrics Development Workbook

    This workbook guides the development and creation of service metrics that are directly tied to stakeholder needs.

    This process will ensure that your service metrics are designed with the business perspective in mind so they are fully aligned with business objectives.

    1. Who are the relevant stakeholders?
    2. What are the goals and pain points of your stakeholders?
    3. What do the stakeholders need to know?
    4. What does IT need to measure?
    5. What are the appropriate IT metrics?

    Download the Metrics Development Workbook.

    Sample of Info-Tech's Metrics Development Workbook.

    Determine your stakeholders

    Supporting Tool icon 1.1 0.5 Hour

    Who are your stakeholders?

    1. Identify the primary stakeholders of your service metrics. Stakeholders are the people who have a very specific need to know about how IT services affect their business outcomes. Different stakeholders can have different perspective on the same IT service metric.Most often, the primary target of service metrics are the business stakeholders, e.g. VP of a business unit.
    2. Identify any additional stakeholders. The CIO is also a stakeholder since they are effectively the business relationship manager for the senior leaders.

    Video Conferencing Case Study
    Manufacturing company

    For this phase, we will demonstrate how to derive the service metrics by going through the steps in the methodology.

    At a manufacturing company, the CIO’s main stakeholder is the CEO, whose chief concern is to improve the financial position of the company.

    Identify goals and pain points of your stakeholders

    Supporting Tool icon 1.2 0.5 Hour

    What are their goals and pain points?

    1. Clearly identify each stakeholder’s business goals and outcomes. These would be particular business goals related to a specific business unit.
    2. Identify particular pain points for each business unit to understand what is preventing them from achieving the desirable business outcome.

    VC Case Study

    One of the top initiatives identified by the company to improve financial performance was to reduce expense.

    Because the company has several key locations in different states, company executives used to travel extensively to carry out meetings at each location.

    Therefore, travel expenses represent a significant proportion of operational expenses and reducing travel costs is a key goal for the company’s executives.

    What do the stakeholders need to know?

    Supporting Tool icon 1.3 0.5 Hour

    What do the stakeholders need to know?

    1. Identify the key things that the stakeholders would need to know based on the goals and pain points derived from the previous step.These are your success criteria and must be met to successfully achieve the desired goals.

    VC Case Study

    The CEO needs to have assurance that without executives traveling to each location, remote meetings can be as effective as in-person meetings.

    These meetings must provide the same outcome and allow executives to collaborate and make similar strategic decisions without the onsite, physical presence.

    Therefore, the success criteria are:

    • Reduced travel costs
    • Effective collaboration
    • High-quality meetings

    What do I need to measure?

    Supporting Tool icon 1.4 1 Hour

    What does IT need to measure?

    1. Identify the IT services that are leveraged to achieve the business goals and success criteria.
    2. Identify the users of those services and determine the nature of usage for each group of users.
    3. Identify the key indicators that must be measured for those services from an IT perspective.

    VC Case Study

    The IT department decides to implement the video conferencing service to reduce the number of onsite meetings. This technology would allow executives to meet remotely with both audio and video and is the best option to replicate a physical meeting.

    The service is initially available to senior executives and will be rolled out to all internal users once the initial implementation is deemed successful.

    To determine the success of the service, the following needs to be measured:

    1. Outcomes of VC meetings
    2. Quality of the VC meetings
    3. Reduction in travel expenses

    Derive service metrics

    Supporting Tool icon 1.5 0.5 Hour

    Derive your service metrics

    1. Derive the service metrics that are meaningful to business stakeholders based on the IT services and the key indicators identified in the previous steps.
    2. Distinguish between service metrics and business metrics. You may identify some business metrics in addition to the IT metrics, and although these are important, IT doesn’t own the process of tracking and reporting business metrics.

    VC Case Study

    In the previous step, IT identified that it must measure the outcomes of VC meetings, quality of the VC meetings, and the reduction in travel expenses. From these, the appropriate service metrics can be derived to answer the needs of the CEO.

    IT needs to measure:

    1. Percent of VC meetings successfully delivered
    2. Growth of number of executive meetings conducted via VC
    Outcomes

    IT also identified the following business metrics:

    1. Reduction in percent of travel expense/spend
    2. Reduction in lost time due to travel

    Validate your metrics

    Once appropriate service metrics are derived from business objectives, the next step is to determine whether or not it is viable to actually measure the metrics.

    Can you measure it? The first question IT must answer is whether the metric is measurable. IT must identify the data source, validate its ability to collect the data, and specify the data requirement. Not all metrics can be measured!
    How will you measure it? If the metric is measurable, the next step is to create a way to measure the actual data. In most cases, simple formulas that can be easily understood are the best approach.
    Define your actions Metrics must be used to drive or reinforce desirable outcomes and behaviors. Thus, IT must predetermine the necessary actions associated with the different metric levels, thresholds, or trends.

    Determine if you can measure the identified metric

    Supporting Tool icon 1.6 0.5 Hour

    INSTRUCTIONS

    1. Determine what data sources are available. Make sure that you know where the information you need is captured, or will need to be captured. This would include:
      • A ticket/request system
      • An auto discovery tool
      • A configuration management database ( CMDB)
    2. Confirm that IT has the ability to collect the information.
      • If the necessary data is already contained in an identified data source, then you can proceed.
      • If not, consider whether it’s possible to gather the information using current sources and systems.
      • Understand the constraints and cost/ROI to implement new technology or revise processes and data gathering to produce the data.

    VC Case Study

    Using the metric derived from the video conferencing service example, IT wants to measure the % of VC meetings successfully delivered.

    What are the data sources?

    • Number of VC meetings that took place
    • Number of service incidents
    • User survey

    Determine if you can measure the identified metric

    Supporting Tool icon 1.6 0.5 Hour

    INSTRUCTIONS

    1. Understand your data requirements
      • To produce relevant metrics from your data, you need to ensure the level of quality and currency that provides you with useful information. You need to define:
        • The level of detail that has to be captured to make the data useful.
        • The consistency of the data, and how it needs to be entered or gathered.
        • The accuracy of the data. This includes how current the data needs to be, how quickly changes have to be made, and how data quality will be verified.

    VC Case Study

    Data requirement for percent of successful VC meetings:

    • Level of detail – user category, location, date/time,
    • Consistency – how efficiently are VC-related incidents opened and closed? Is the data collected and stored consistently?
    • Accuracy – is the information entered accurately?

    Create the calculation to measure it

    Supporting Tool icon 1.7 0.5 Hour

    Determine how to calculate the metrics.

    INSTRUCTIONS
    1. Develop the calculations that will be used for each accepted metric. The measurement needs to be clear and straightforward.
    2. Define the scope and assumptions for each calculation, including:
      • The defined measurement period (e.g. monthly, weekly)
      • Exclusions (e.g. nonbusiness hours, during maintenance windows)

    VC Case Study

    Metric: Percent of VC meetings delivered successfully

    IT is able to determine the total number of VC meetings that took place and the number of VC service requests to the help desk.

    That makes it possible to use the following formula to determine the success percentage of the VC service:

    ((total # VC) – (# of VC with identified incidents)) / (total # VC) * 100

    Define the actions to be taken for each metric

    Supporting Tool icon 1.7 1.5 Hour

    INSTRUCTIONS

    Centered on the defined metrics and their calculations, IT can decide on the actions that should be driven out of each metric based on one of the following scenarios:
    • Scenario 1: Ad hoc remedial action and root-cause investigation. If the reason for the result is unknown, determining root cause or identifying trends is required to determine required actions.
    • Scenario 2: Predefined remedial action. A set of predetermined actions associated with different results. This is useful when the meaning of the results is clear and points to specific issues within the environment.
    • Scenario 3: Nonremedial action. The metrics may produce a result that reinforces or supports company direction and strategy, or identifies an opportunity that may drive a new initiative or idea.

    VC Case Study

    If the success rate of the VC meetings is below 90%, IT needs to focus on determining if there is a common cause and identify if this is a consistent downward trend.

    A root-cause analysis is performed that identifies that network issues are causing difficulties, impacting the connection quality and usability of the VC service.

    Validate the confirmed metrics with the business

    Supporting Tool icon 1.8 1 Hour

    INPUT: Selected service metrics, Discussion with the business

    OUTPUT: Validated metrics with the business

    Materials: Metrics with calculation methodology

    Participants: IT and business stakeholders, Service owners

    INSTRUCTIONS

    1. Once you have derived the appropriate metrics and established that the metrics are measurable, you must go back to the targeted stakeholders and validate that the selected metrics will provide the right information to meet their identified goals and success criteria.
    2. Add confirmed metrics to the Metrics Tracking Tool, in the Metrics Tracking Plan tab.
    Service Metric Corresponding
    Business Goal
    Measurement
    Method
    Defined Actions

    Example: Measuring the online banking service at a financial institution

    Who are IT’s stakeholders? The financial institution provides various banking solutions to its customers. Retail banking is a core service offered by the bank and the VP of retail banking is a major stakeholder of IT.
    What are their goals and pain points? The VP of retail banking’s highest priorities are to increase revenue, increase market share, and maintain the bank’s brand and reputation amongst its customers.
    What do they need to know? In order to measure success, the VP of retail banking needs to determine performance in attracting new clients, retaining clients, expanding into new territory, and whether they have increased the number of services provided to existing clients.
    What does IT need to measure? The recent implementation of an online banking service is a key initiative that will keep the bank competitive and help retail banking meet its goals. The key indicators of this service are: the total number of clients, the number of products per client, percent of clients using online banking, number of clients by segment, service, territory.
    Derive the service metrics Based on the key indicators, IT can derive the following service metrics:
    1. Number of product applications originated from online banking
    2. Customer satisfaction/complaints
    As part of the process, IT also identified some business metrics, such as the number of online banking users per month or the number of times a client accesses online banking per month.

    Design service metrics to track service performance and value

    CASE STUDY
    Industry: Manufacturing | Source: CIO
    Challenge Solution Results
    The IT organization needed to generate metrics to show the business whether the video conferencing service was being adopted and if it was providing the expected outcome and value.

    Standard IT metrics were technical and did not provide a business context that allowed for easy understanding of performance and decision making.

    The IT organization, working through the CIO and service managers, sat down with the key business stakeholders of the video conferencing service.

    They discussed the goals for the meeting and defined the success criteria for those goals in the context of video conference meeting outcomes.

    The success criteria that were discussed were then translated into a set of questions (key performance indicators) that if answered, would show that the success criteria were achieved.

    The service manager identified what could be measured to answer the defined questions and eliminated any metrics that were either business metrics or non-IT related.

    The remaining metrics were identified as the possible service metrics, and the ability to gather the information and produce the metric was confirmed.

    Service metrics were defined for:

    1. Percent of video conference meetings delivered successfully
    2. Growth in the number of executive meetings conducted via video conference

    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 Valence Howden, Senior Manager, CIO Advisory, Info-Tech Research Group.
    • 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

    Sample of activity 1.1 'Determine your stakeholders'. Determine stakeholder needs, goals, and pain points

    The onsite analyst will help you select key stakeholders and analyze their business objectives and current pain points.

    1.2

    Sample of activity 1.2 'Identify goals and pain points of your stakeholders'. Determine the success criteria and related IT services

    The analyst will facilitate a discussion to uncover the information that these stakeholders care about. The group will also identify the IT services that are supporting these objectives.

    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:

    1.5

    Sample of activity 1.5 'Derive service metrics'. Derive the service metrics

    Based on the key performance indicators obtained in the previous page, derive meaningful business metrics that are relevant to the stakeholders.

    1.6

    Sample of activity 1.6 'Determine if you can measure the identified metric'. Validate the data collection process

    The analyst will help the workshop group determine whether the identified metrics can be collected and measured. If so, a calculation methodology is created.

    1.7

    Sample of activity 1.7 'Create the caluclation to measure it'. Validate metrics with stakeholders

    Establish a feedback mechanism to have business stakeholders validate the meaningfulness of the metrics.

    Develop Meaningful Service Metrics to Ensure Business and User Satisfaction

    PHASE 2

    Design Reports and Dashboards

    Step (2): Design Reports and Dashboards

    PHASE 1PHASE 2PHASE 3

    1.1

    Derive the Service Metrics

    1.2

    Validate the Metrics

    2.1

    Determine Reporting Format

    3.1

    Select Pilot Metrics

    3.2

    Activate and Maintain Metrics

    This step involves the following participants:

    • Business Relationship Manager
    • Service Level Manager
    • Business Stakeholders

    Outcomes of this step

    • Presentation format selected based on stakeholder needs and preference for information
    • Presentation format validated with stakeholders

    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: Design Reports and Dashboards

    Proposed Time to Completion (in weeks): 3 weeks
    Step 2.1: Select Presentation Format Step 2.2: Review Design
    Start with an analyst kick-off call:
    • Review the different format of metrics presentation and discuss the pros/cons of each format
    • Discuss stakeholder needs/preference for data
    • Select the presentation format
    Review findings with analyst:
    • Discuss stakeholder feedback based on selected presentation format
    • Modify and adjust the presentation format as needed
    Then complete these activities…
    • Design the metrics using the selected format
    Then complete these activities…
    • Finalize the design for metrics presentation
    With these tools & templates:
    • Metrics Presentation Format Selection Guide
    With these tools & templates:
    • Metrics Presentation Format Selection Guide

    Design the reports – overview

    Figure representing 'SLM' and/or 'BRM'. Step 1
    Understand the pros and cons of different reporting styles
    Figure representing 'SLM' and/or 'BRM'. Step 2
    Determine your reporting and presentation style

    Presentation Format Selection

    Figure representing 'SLM' and/or 'BRM'. Step 3
    Design your metrics reports
    A star.

    Validated Service Reports

    The design of service metrics reporting is critically important. The reporting style must present the right information in the most interesting and stakeholder-centric way possible to ensure that it is read and used.

    The reports must also display information in a way that generates actions. If your stakeholders cannot make decisions, kick off activities, or ask questions based on your reports, then they have no value.

    Determine the right presentation format for your metrics

    Most often, metrics are presented in the following ways:

    Dashboard
    (PwC. “Mega-Trends and Implications.”)
    Sample of the 'Dashboard' metric presentation format.
    Infographic
    (PwC. “Healthcare’s new entrants.”)
    Sample of the 'Infographic' metric presentation format.
    Report
    (PwC Blogs. “Northern Lights.”)
    Sample of the 'Report' metric presentation format.
    Scorecard
    (PwC. “Annual Report 2015.”)
    Sample of the 'Scorecard' metric presentation format.

    Understand the advantages and disadvantages of each reporting style – Dashboard

    A dashboard is a reporting method that provides a dynamic at-a-glance view of key metrics from the perspective of key stakeholders. It provides a quick graphical way to process important performance information in real time.

    Features

    Typically web-based

    Dynamic data that is updated in real time

    Advantage

    Aggregates a lot of information into a single view

    Presents metrics in a simplistic style that is well understood

    Provides a quick point-in-time view of performance

    Easy to consume visual presentation style

    Disadvantage

    Complicated to set up well.
    Requires additional technology support: programming, API, etc.

    Promotes a short-term outlook – focus on now, no historical performance and no future trends. Doesn’t provide the whole picture and story.

    Existing dashboard tools are often not customized enough to provide real value to each stakeholder.

    Dashboards present real-time metrics that can be accessed and viewed at any time

    Sample of the 'Dashboard' metric presentation format.
    (Source: PwC. “Mega-Trends and Implications.”)
    Metrics presented through online dashboards are calculated in real time, which allows for a dynamic, current view into the performance of IT services at any time.

    Understand the advantages and disadvantages of each reporting style – Infographic

    An infographic is a graphical representation of metrics or data, which is used to show information quickly and clearly. It’s based on the understanding that people retain and process visual information more readily than written details.

    Features

    Turns dry into attractive –transforms data into eye-catching visual memory that is easier to retain

    Can be used as the intro to a formal report

    There are endless types of infographics

    Advantage

    Easily consumable

    Easy to retain

    Eye catching

    Easily shared

    Spurs conversation

    Customizable

    Disadvantage

    Require design expertise and resources

    Can be time consuming to generate

    Could be easily misinterpreted

    Message can be lost with poor design

    Infographics allow for completely unique designs

    Sample of the 'Infographic' metric presentation format.
    (Source: PwC. “Healthcare’s new entrants…”)
    There is no limit when it comes to designing an infographic. The image used here visually articulates the effects of new entrants pulling away the market.

    Understand the advantages and disadvantages of each reporting style – Formal Report

    A formal report is a more structured and official reporting style that contains detailed research, data, and information required to enable specific business decisions, and to help evaluate performance over a defined period of time.

    Definition

    Metrics can be presented as a component of a periodic, formal report

    A physical document that presents detailed information to a particular audience

    Advantage

    More detailed, more structured and broader reporting period

    Formal, shows IT has put in the effort

    Effectively presents a broader and more complete story

    Targets different stakeholders at the same time

    Disadvantage

    Requires significant effort and resources

    Higher risk if the report does not meet the expectation of the business stakeholder

    Done at a specific time and only valuable for that specific time period

    Harder to change format

    Formal reports provide a detailed view and analysis of performance

    Sample of the 'Formal Report' metric presentation format.
    (Source: PwC Blogs. “Northern Lights: Where are we now?”)
    An effective report incorporates visuals to demonstrate key improvements.

    Formal reports can still contain visuals, but they are accompanied with detailed explanations.

    Understand the advantages and disadvantages of each reporting style – Scorecard

    A scorecard is a graphic view of the progress and performance over time of key performance metrics. These are in relation to specified goals based on identified critical stakeholder objectives.

    Features

    Incorporates multiple metrics effectively.

    Scores services against the most important organizational goals and objectives. Scorecards may tie back into strategy and different perspectives of success.

    Advantage

    Quick view of performance against objectives

    Measure against a set of consistent objectives

    Easily consumable

    Easy to retain

    Disadvantage

    Requires a lot of forethought

    Scorecards provide a time-bound summary of performance against defined goals

    Sample of the 'Scorecard' metric presentation format.
    (PwC. “Annual Report 2015.”)
    Scorecards provide a summary of performance that is directly linked to the organizational KPIs.

    Determine your report style

    Supporting Tool icon 2.1 Metrics Presentation Format Selection Guide

    In this section, you will determine the optimal reporting style for the service metrics.

    This guide contains four questions, which will help IT organizations identify the most appropriate presentation format based on stakeholder preference and needs for metrics.

    1. Who is the relevant stakeholder?
    2. What are the defined actions for the metric?
    3. How frequently does the stakeholder need to see the metric?
    4. How does the stakeholder like to receive information?
    Sample of Info-Tech's Metrics Presentation Format Selection Guide.
    Download the Metrics Presentation Format Selection Guide.

    Determine your best presentation option

    Supporting Tool icon 2.1 2 Hours

    INPUT: Identified stakeholder and his/her role

    OUTPUT: Proper presentation format based on need for information

    Materials: Metrics Presentation Format Selection Guide

    Participants: BRM, SLM, Program Manager

    After deciding on the report type to be used to present the metric, the organization needs to consider how stakeholders will consume the metric.

    There are three options based on stakeholder needs and available presentation options within IT.

    1. Paper-based presentation is the most traditional form of reporting and works well with stakeholders who prefer physical copies. The report is produced at a specific time and requires no additional IT capability.
    2. Online documents stored on webpages, SharePoint, or another knowledge management system could be used to present the metrics. This allows the report to be linked to other information and easily shared.
    3. Online dashboards and graphics can be used to have dynamic, real-time reporting and anytime access. These webpages can be incorporated into an intranet and allow the user to view the metrics at any time. This will require IT to continuously update the data in order to maintain the accuracy of the metrics.

    Design your metric reports with these guidelines in mind

    Supporting Tool icon 2.2 30 Minutes
    1. Stakeholder-specificThe report must be driven by the identified stakeholder needs and preferences and articulate the metrics that are important to them.
    2. ClarityTo enable decision making and drive desired actions, the metrics must be clear and straightforward. They must be presented in a way that clearly links the performance measurement to the defined outcome without leading to different interpretations of the results.
    3. SimplicityThe report must be simple to read, understand, and analyze. The language of the report must be business-centric and remove as much complexity as possible in wording, imaging, and context.

    Be sure to consider access rights for more senior reports. Site and user access permissions may need to be defined based on the level of reporting.

    Metrics reporting on the video conferencing service

    CASE STUDY
    Industry: Manufacturing | Source: CIO Interview
    The Situation

    The business had a clear need to understand if the implementation of video conferencing would allow previously onsite meetings to achieve the same level of effectiveness.

    Reporting Context

    Provided reports had always been generated from an IT perspective and the business rarely used the information to make decisions.

    The metrics needed to help the business understand if the meetings were remaining effective and be tied into the financial reporting against travel expenses, but there would be limited visibility during the executive meetings.

    Approach

    The service manager reviewed the information that he had gathered to confirm how often they needed information related to the service. He also met with the CIO to get some insight into the reports that were already being provided to the business, including the ones that were most effective.

    Considerations

    The conversations identified that there was no need for a dynamic real-time view of the performance of the service, since tracking of cost savings and utility would be viewed monthly and quarterly. They also identified that the item would be discussed within a very small window of time during the management meetings.

    The Solution

    It was determined that the best style of reporting for the metric was an existing scorecard that was produced monthly, using some infographics to ensure that the information is clear at a glance to enable quick decision making.

    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 Valence Howden, Senior Manager, CIO Advisory, Info-Tech Research Group.
    • 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

    Sample of presentation format option slide 'Determine the right presentation format for your metrics'. Understand the different presentation options

    The onsite analyst will introduce the group to the communication vehicles of infographic, scorecard, formal report, and dashboard.

    2.1

    Sample of activity 2.1 'Determine your best presentation option'. Assess stakeholder needs for information

    For selected stakeholders, the analyst will facilitate a discussion on how stakeholders would like to view information and how the metrics can be presented to aid decision making.

    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:

    2.2

    Sample of activity 2.2 'Design your metric reports with these guidelines in mind'. Select and design the metric report

    Based on the discussion, the working group will select the most appropriate presentation format and create a rough draft of how the report should look.

    Develop Meaningful Service Metrics to Ensure Business and User Satisfaction

    PHASE 3

    Implement, Track, and Maintain Your Metrics

    Step (3): Implement, Track, and Maintain Your Metrics

    PHASE 1PHASE 2PHASE 3

    1.1

    Derive the Service Metrics

    1.2

    Validate the Metrics

    2.1

    Determine Reporting Format

    3.1

    Select Pilot Metrics

    3.2

    Activate and Maintain Metrics

    This step involves the following participants:

    • Service Level Manager
    • Business Relationship Manager
    • Service Metrics Program Manager

    Activities in this step

    • Determine the first batch of metrics to be implemented as part of the pilot program
    • Create a process to collect and validate data, determine initial targets, and integrate with SLM and BRM functions
    • Present the metric reports to the relevant stakeholders and incorporate the feedback into the metric design
    • Establish a standard process and roll out the implementation of metrics in batches
    • Establish a process to monitor and track the effectiveness of the service metrics program and make adjustments when necessary

    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: Implement, Track, and Maintain Your Metrics

    Proposed Time to Completion (in weeks): 4 weeks
    Step 3.1: Select and Launch Pilot Metrics Step 3.2: Track and Maintain the Metrics
    Start with an analyst kick-off call:
    • Identify metrics that will be presented first to the stakeholders based on urgency or impact of the IT service
    • Determine the process to collect data, select initial targets, and integrate with SLM and BRM functions
    Review findings with analyst:
    • Review the success of metrics and discuss feedback from stakeholders
    • Roll out the metrics implementation to a broader audience
    • Establish roles and timelines for metrics maintenance
    Then complete these activities…
    • Document the first batch of metrics
    • Document the baseline, initial targets
    • Create a plan to integrate with SLM and BRM functions
    Then complete these activities…
    • Create a document that defines how the organization will track and maintain the success of the metrics program
    • Review the metrics program periodically
    With these tools & templates:
    • Metrics Tracking Tool
    With these tools & templates:
    • Metrics Tracking Tool

    Implement, Track, and Maintain the Metrics

    Figure representing 'SLM' and/or 'BRM'. Step 1
    Run your pilot

    Metrics Tracking Tool

    Figure representing 'SLM' and/or 'BRM'. Step 2
    Validate success

    Metrics Tracking Tool

    Figure representing 'SLM' and/or 'BRM'. Step 3
    Implement your metrics program in batches

    Metrics Tracking Tool

    A star.

    Active Service Metrics Program

    Once you have defined the way that you will present the metrics, you are ready to run a pilot with a smaller sample of defined service metrics.

    This allows you to validate your approach and make refinements to the implementation and maintenance processes where necessary, prior to activating all service metrics.

    Track the performance of your service metrics

    Supporting Tool icon 3.1

    The Metrics Tracking Tool will enable you to track goals and success metrics for your service metrics programs. It allows you to set long-term goals and track your results over time.

    There are three sections in this tool:
    1. Metrics Tracking Plan. Identify the metrics to be tracked and their purpose.
    2. Metrics Tracking Actuals. Monitor and track the actual performance of the metrics.
    3. Remediation Tracking. Determine and document the steps that need to be taken to correct a sub-performing metric.
    Sample of Info-Tech's Metrics Tracking Tool.

    Select pilot metrics

    Supporting Tool icon 3.1 30 Minutes

    INPUT: Identified services, Business feedback

    OUTPUT: Services with most urgent need or impact

    Materials: Service catalog or list of identified services

    Participants: BRM, SLM, Business representatives

    To start the implementation of your service metrics program and drive wider adoption, you need to run a pilot using a smaller subset of metrics.

    INSTRUCTIONS

    To determine the sample for the pilot, consider metrics that:

    • Are related to critical business services and functions
    • or
    • Address known/visible pain points for the business
    • or
    • Were designed for supportive or influential stakeholders

    Metrics that meet two or more criteria are ideal for the pilot

    Collect and validate data

    Supporting Tool icon 3.2 1 Hour

    INPUT: Identified metrics

    OUTPUT: A data collection mythology, Metrics tracking

    Materials: Metrics

    Participants: SLM, BRM, Service owner

    You will need to start collection and validation of your identified data in order to calculate the results for your pilot metrics.

    INSTRUCTIONS

    1. Initiate data collection
      • Use the data sources identified during the design phase and initiate the data collection process.
    2. Determine start date
      • If historical data can be retrieved and gathered, determine how far back you want your measurements to start.
    3. Compile data and validate
      • Ensure that the information is accurate and up to date. This will require some level of data validation and audit.
    4. Run the metric
      • Use the defined calculation and source data to generate the metrics result.
    5. Record metrics results
      • Use the metrics tracking sheet to track the actual results.

    Determine initial targets

    Supporting Tool icon 3.3 1 Hour

    INPUT: Historical data/baseline data

    OUTPUT: Realistic initial target for improvement

    Materials: Metrics Tracking Tool

    Participants: BRM, SLM, Service owner

    INSTRUCTIONS

    Identify an initial service objective based on one or more of the following options:

    1. Establish an initial target using historical data and trends of performance.
    2. Establish an initial target based on stakeholder-identified requirements and expectations.
    3. Run the metrics report over a defined period of time and use the baseline level of achievement to establish an initial target.

    The target may not always be a number - it could be a trend. The initial target will be changed after review with stakeholders

    Integrate with SLM and BRM processes

    Supporting Tool icon 3.4 1 Hour

    INPUT: SLM and BRM SOPs or responsibility documentations

    OUTPUT: Integrate service metrics into the SLM/BRM role

    Materials: SLM / BRM reports

    Participants: SLM, BRM, CIO, Program manager, Service manager

    The service metrics program is usually initiated, used, and maintained by the SLM and BRM functions.

    INSTRUCTIONS

    Ensure that the metrics pilot is integrated with those functions by:

    1. Engaging with SLM and BRM functions/resources
      • Identify SLM and BRM resources associated with or working on the services where the metrics are being piloted
      • Obtain their feedback on the metrics/reporting
    2. Integrating with the existing reporting and meeting cycles
      • Ensure the metrics will be calculated and available for discussion at standing meetings and with existing reports
    3. Establishing the metrics review and validation cycle for these metrics
      • Confirm the review and validation period for the metrics in order to ensure they remain valuable and actionable

    Generate reports and present to stakeholders

    Supporting Tool icon 3.5 1 Hour

    INPUT: Identified metrics, Selected presentation format

    OUTPUT: Metrics reports that are ready for distribution

    Materials: Metrics Presentation Format Selection Guide

    Participants: BRM, SLM, CIO, Business representatives

    INSTRUCTIONS

    Once you have completed the calculation for the pilot metrics:

    1. Confirm the report style for the selected metrics (as defined in Phase 2)
    2. Generate the reporting for the pilot metrics
    3. Present the pilot metric reports to the identified BRM and SLM resources who will present the reporting to the stakeholders
    4. Gather feedback from Stakeholders on metrics - results and process
    5. Create and execute remediation plans for any actions identified from the metrics
    6. Initiate the review cycle for metrics (to ensure they retain value)

    Plan the rollout and implementation of the metrics reporting program

    Supporting Tool icon 3.6 1 Hour

    INPUT: Feedback from pilot, Services in batch

    OUTPUT: Systematic implementation of metrics

    Materials: Metrics Tracking Tool

    Participants: BRM, SLM, Program manager

    Upon completion of the pilot, move to start the broader implementation of metrics across the organization:

    INSTRUCTIONS

    1. Identify the service metrics that you will implement. They can be selected based on multiple criteria, including:
      • Organizational area/business unit
      • Service criticality
      • Pain points
      • Stakeholder engagement (detractors, supporters)
    2. Create a rollout plan for implementation in batches, identifying expected launch timelines, owners, targeted stakeholders, and communications plans
    3. Use the implementation plan from the pilot to roll out each batch of service metrics:
      • Collect and validate data
      • Determine target(s)
      • Integrate with BRM and SLM
      • Generate and communicate reports to stakeholders

    Maintain the service metrics

    Supporting Tool icon 3.7 1.5 Hour

    INPUT: Feedback from business stakeholders

    OUTPUT: Modification to individual metrics or to the process

    Materials: Metrics Tracking Tool, Metrics Development Workbook

    Participants: CIO, BRM, SLM, Program manager, Service owner

    Once service metrics and reporting become active, it is necessary to determine the review time frame for your metrics to ensure they remain useful.

    INSTRUCTIONS

    1. Confirm and establish a review time frame with stakeholders (e.g. annually, bi-annually, after organizational or strategic changes).
    2. Meet with stakeholders by the review date to discuss the value of existing metrics and validate:
      • Whether the goals associated with the metrics are still valid
      • If the metric is still necessary
      • If there is a more effective way to present the metrics
    3. Track actions based on review outcomes and update the remediation tracking sheet.
    4. Update tracking sheet with last complete review date.

    Maintain the metrics

    Supporting Tool icon 3.7

    Based on the outcome of the review meeting, decide what needs to be done for each metric, using the following options:

    Add

    A new metric is required or an existing metric needs large-scale changes (example: calculation method or scope).
    Triggers metrics design as shown in phases 1 and 2.

    Change

    A minor change is required to the presentation format or data. Note: a major change in a metric would be performed through the Add option.

    Remove

    The metric is no longer required, and it needs to be removed from reporting and data gathering. A final report date for that metric should be determined.

    Maintain

    The metric is still useful and no changes are required to the metric, its measurement, or how it’s reported.

    Ensuring metrics remain valuable

    VC CASE STUDY
    Industry: Manufacturing | Source: CIO Interview

    Reviewing the value of active metrics

    When the video conferencing service was initially implemented, it was performed as a pilot with a group of executives, and then expanded for use throughout the company. It was understood that prior to seeing the full benefit in cost reduction and increased efficiency and effectiveness, the rate of use and adoption had to be understood.

    The primary service metrics created for the service were based on tracking the number of requests for video conference meetings that were received by the IT organization. This identified the growth in use and could be used in conjunction with financial metrics related to travel to help identify the impact of the service through its growth phase.

    Once the service was adopted, this metric continued to be tracked but no longer showed growth or expanded adoption.

    The service manager was no longer sure this needed to be tracked.

    Key Activity

    The metrics around requests for video conference meetings were reviewed at the annual metrics review meeting with the business. The service manager asked if the need for the metric, the goal of tracking adoption, was still important for the business.

    The discussion identified that the adoption rate was over 80%, higher than anticipated, and that there was no value in continuing to track this metric.

    Based on the discussion, the adoption metrics were discontinued and removed from data gathering and reporting, while a success rate metric was added (how many meetings ran successfully and without issue) to ensure the ongoing value of the video conferencing service.

    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 Valence Howden, Senior Manager, CIO Advisory, Info-Tech Research Group.
    • 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

    Sample of activity 3.1 'Select pilot metrics'. Select the pilot metrics

    The onsite analyst will help the workshop group select the metrics that should be first implemented based on the urgency and impact of these metrics.

    3.2

    Sample of activity 3.2 'Collect and validate data'. Gather data and set initial targets

    The analyst will help the group create a process to gather data, measure baselines, and set initial targets.

    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:

    3.5

    Sample of activity 3.5 'Generate reports and present to stakeholders'. Generate the reports and validate with stakeholders

    The Info-Tech analyst will help the group establish a process to receive feedback from the business stakeholders once the report is generated.

    3.6

    Sample of activity 3.6 'Plan the rollout and implementation of the metrics reporting program'. Implement the service metrics program

    The analyst will facilitate a discussion on how to implement the metrics program across the organization.

    3.7

    Sample of activity 3.7 'Maintain the service metrics'. Track and maintain the metrics program

    Set up a mechanism to ensure the success of the metrics program by assessing process adherence and process validity.

    Insight breakdown

    Insight 1

    Service metrics are critical to ensuring alignment of IT service performance and business service value achievement.

    Insight 2

    Service metrics reinforce positive business and end-user relationships by providing user-centric information that drives responsiveness and consistent service improvement.

    Insight 3

    Poorly designed metrics drive unintended and unproductive behaviors that have negative impacts on IT and produce negative service outcomes.

    Summary of accomplishment

    Knowledge Gained

    • Follow a methodology to identify metrics that are derived from business objectives.
    • Understand the proper presentation format based on stakeholder needs for information.
    • Establish a process to ensure the metrics provided will continue to provide value and aid decision making.

    Processes Optimized

    • Metrics presentation to business stakeholders
    • Metrics maintenance and tracking

    Deliverables Completed

    • Metrics Development Workbook
    • Metrics Presentation Format Selection Guide
    • Metrics Tracking Tool

    Research contributors and experts

    Name Organization
    Joe Evers Joe Evers Consulting
    Glen Notman Associate Partner, Citihub
    David Parker Client Program Manager, eHealth Ontario
    Marianne Doran Collins CIO, The CIO-Suite, LLC
    Chris Kalbfleisch Manager, Service Management, eHealth Ontario
    Joshua Klingenberg BHP Billiton Canada Inc.

    Related Info-Tech research

    Stock image of a menu. Design & Build a User-Facing Service Catalog
    The user-facing service catalog is the go-to place for IT service-related information.
    Stock image of a laptop keyboard. Unleash the True Value of IT by Transforming Into a Service Provider
    Earn your seat at the table and influence business strategy by becoming an IT service provider.

    Bibliography

    Pollock, Bill. “Service Benchmarking and Measurement: Using Metrics to Drive Customer Satisfaction and Profits.” Aberdeen Group. June 2009. http://722consulting.com/ServiceBenchmarkingandMeasurement.pdf

    PwC. “Mega-Trends and Implications.” RMI Discussion. LinkedIn SlideShare. September 2015. http://www.slideshare.net/AnandRaoPwC/mega-trends-and-implications-to-retirement

    PwC. “Healthcare’s new entrants: Who will be the industry’s Amazon.com?” Health Research Institute. April 2014. https://www.pwc.com/us/en/health-industries/healthcare-new-entrants/assets/pwc-hri-new-entrant-chart-pack-v3.pdf

    PwC. “Northern Lights: Where are we now?” PwC Blogs. 2012. http://pwc.blogs.com/files/12.09.06---northern-lights-2--summary.pdf

    PwC. “PwC’s key performance indicators

    Customer Value Contribution

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    Effective IT Communications

    • Buy Link or Shortcode: {j2store}429|cart{/j2store}
    • member rating overall impact: N/A
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    • Parent Category Name: Lead
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    IT communications are often considered ineffective. This is demonstrated by:

    • A lack of inclusion or time to present in board meetings.
    • Confusion around IT priorities and how they align to organizational objectives.
    • Segregating IT from the rest of the organization.
    • The inability to secure the necessary funding for IT-led initiatives.
    • IT employees not feeling supported or engaged.

    Our Advice

    Critical Insight

    • No one is born a good communicator. Every IT employee needs to spend the time and effort to grow their communication skills; with constant change and worsening IT crises, IT cannot afford to communicate poorly anymore.
    • The skills needed to communicate effectively as a front=line employee or CIO are the same. It is important to begin the development of these skills from the beginning of one's career.
    • Time is a non-renewable resource. Any communication needs to be considered valuable and engaging by the audience or they will be unforgiving.

    Impact and Result

    Communications is a responsibility of all members of IT. This is demonstrated through:

    • Engaging in two-way communications that are continuous and evolving.
    • Establishing a communications strategy – and following the plan.
    • Increasing the skills of all IT employees when it comes to communications.
    • Identifying audiences and their preferred means of communication.

    Effective IT Communications Research & Tools

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

    1. Effective IT Communications Capstone Deck – A resource center to ensure you never start communications from a blank page again.

    This capstone blueprint highlights the components, best practices, and importance of good communication for all IT employees.

    • Effective IT Communications Storyboard

    2. IT Townhall Template – A ready-to-use template to help you engage with IT employees and ensure consistent access to information.

    IT town halls must deliver value to employees, or they will withdraw and miss key messages. To engage employees, use well-crafted communications in an event that includes crowd-sourced contents, peer involvement, recognition, significant Q&A time allotment, organizational discussions, and goal alignment.

    • IT Townhall Template

    3. IT Year in Review Template – A ready-to-use template to help communicate IT successes and future objectives.

    This template provides a framework to build your own IT Year In Review presentation. An IT Year In Review presentation typically covers the major accomplishments, challenges, and initiatives of an organization's information technology (IT) department over the past year.

    • IT Year in Review Template

    Infographic

    Further reading

    Effective IT Communications

    Empower IT employees to communicate well with any stakeholder across the organization.

    Analyst perspective

    There has never been an expectation for IT to communicate well.

    Brittany Lutes

    Brittany Lutes
    Research Director
    Info-Tech Research Group

    Diana MacPherson

    Diana MacPherson
    Senior Research Analyst
    Info-Tech Research Group

    IT rarely engages in proper communications. We speak at, inform, or tell our audience what we believe to be important. But true communications seldom take place.

    Communications only occur when channels are created to ensure the continuous opportunity to obtain two-way feedback. It is a skill that is developed over time, with no individual having an innate ability to be better at communications. Each person in IT needs to work toward developing their personal communications style. The problem is we rarely invest in development or training related to communications. Information and technology fields spend time and money developing hard skills within IT, not soft ones.

    The benefits associated with communications are immense: higher business satisfaction, funding for IT initiatives, increased employee engagement, better IT to business alignment, and the general ability to form ongoing partnerships with stakeholders. So, for IT departments looking to obtain these benefits through true communications, develop the necessary skills.

    Executive summary

    Your Challenge Common Obstacles Info-Tech’s Approach
    IT communications are often considered ineffective. This is demonstrated by:
    • A lack of inclusion or time to present in board meetings.
    • Confusion around IT priorities and how they align to organizational objectives.
    • Segregating IT from the rest of the organization.
    • An inability to secure the necessary funding for IT-led initiatives.
    • IT employees not feeling supported or engaged.
    Frequently, these barriers have prevented IT communications from being effective:
    • Using technical jargon when a universal language is needed.
    • Speaking at organization stakeholders rather than engaging through dialogue.
    • Understanding the needs of the audience.
    Overall, IT has not been expected to engage in good communications or taken a proactive approach to communicate effectively.
    Communications is a responsibility of all members of IT. This is demonstrated through:
    • Engaging in two-way communications that are continuous and evolving.
    • Establishing a communications strategy – and following the plan.
    • Increasing the skills of all IT employees when it comes to communications.
    • Identifying audiences and their preferred means of communication.

    Info-Tech Insight
    No one is born a good communicator. Every IT employee needs to spend the time and effort to grow their communication skills as constant change and worsening IT crises mean that IT cannot afford to communicate poorly anymore.

    Your challenge

    Overall satisfaction with IT is correlated to satisfaction with IT communications

    Chart showing satisfaction with it and communications

    The bottom line? For every 10% increase in communications there 8.6% increase in overall IT satisfaction. Therefore, when IT communicates with the organization, stakeholders are more likely to be satisfied with IT overall.

    Info-Tech Diagnostic Programs, N=330 organizations

    IT struggles to communicate effectively with the organization:

    • CIOs are given minimal time to present to the board or executive leaders about IT’s value and alignment to business goals.
    • IT initiatives are considered complicated and confusing.
    • The frequency and impact of IT crises are under planned for, making communications more difficult during a major incident.
    • IT managers do not have the skills to communicate effectively with their team.
    • IT employees do not have the skills to communicate effectively with one another and end users.

    Common obstacles

    IT is prevented from communicating effectively due to these barriers:

    • Difficulty assessing the needs of the audience to inform the language and means of communication that should be used.
    • Using technical jargon rather than translating the communication into commonly understood terms.
    • Not receiving the training required to develop communication skills across IT employees.
    • Frequently speak at organization stakeholders rather than engaging through dialogue.
    • Beginning many communications from a blank page, especially crisis communications.
    • Difficulty presenting complex concepts in a short time to an audience in a digestible and concise manner without diluting the point.

    Effective IT communications are rare:

    53% of CXOs believe poor communication between business and IT is a barrier to innovation.
    Source: Info-Tech CEO-CIO Alignment Survey, 2022

    69% of those in management positions don’t feel comfortable even communicating with their staff.”
    Source: TeamStage, 2022

    Info-Tech’s approach

    Effective communications is not a broadcast but a dialogue between communicator and audience in a continuous feedback loop.

    Continuous loop of dialogue

    The Info-Tech difference:

    1. Always treat every communication as a dialogue, enabling the receiver of the message to raise questions, concerns, or ideas.
    2. Different audiences will require different communications. Be sure to cater the communication to the needs of the receiver(s).
    3. Never assume the communication was effective. Create measures and adjust the communications to get the desired outcome.

    Common IT communications

    And the less common but still important communications

    Communicating Up to Board or Executives

    • Board Presentations
    • Executive Leadership Committee Meetings
    • Technology Updates
    • Budget Updates
    • Risk Updates
    • Year in Review

    Communicating Across the Organization

    • Townhalls – external to IT
    • Year in Review
    • Crisis Email
    • Intranet Communication
    • Customer/Constituent Requests for Information
    • Product Launches
    • Email
    • Watercooler Chat

    Communicating Within IT

    • Townhalls – internal to IT
    • Employee 1:1s
    • Team Meetings
    • Project Updates
    • Project Collaboration Sessions
    • Year in Review
    • All-Hands Meeting
    • Employee Interview
    • Onboarding Documentation
    • Vendor Negotiation Meetings
    • Vendor Product Meetings
    • Email
    • Watercooler Chat

    Insight Summary

    Overarching insight
    IT cannot afford to communicate poorly given the overwhelming impact and frequency of change related to technology. Learn to communicate well or get out of the way of someone who can.

    Insight 1: The skills needed to communicate effectively as a frontline employee or a CIO are the same. It’s important to begin the development of these skills from the beginning of one’s career.
    Insight 2: Time is a non-renewable resource. Any communication needs to be considered valuable and engaging by the audience or they will be unforgiving.
    Insight 3: Don’t make data your star. It is a supporting character. People can argue about the collection methods or interpretation of the data, but they cannot argue the story you share.
    Insight 4: Measure if the communication is being received and resulting in the desired outcome. If not, modify what and how the message is being expressed.
    Insight 5: Messages are also non-verbal. Practice using your voice and body to set the right tone and impact your audience.

    Communication principles

    Follow these principles to support all IT communications.

    Two-Way

    Incorporate feedback loops into your communication efforts. Providing stakeholders with the opportunity to voice their opinions and ideas will help gain their commitment and buy-in.

    Timely

    Frequent communications mitigate rumors and the spread of misinformation. Provide warning before the implementation of any changes whenever possible. Communicate as soon as possible after decisions have been made.

    Consistent

    Make sure the messaging is consistent across departments, mediums, and presenters. Provide managers with key phrases to support the consistency of messages.

    Open & Honest

    Transparency is a critical component of communication. Always tell employees that you will share information as soon as you can. This may not be as soon as you receive the information but as soon as sharing it is acceptable.

    Authentic

    Write messages in a way that embodies the personality of the organization. Don’t spin information; position it within the wider organizational context.

    Targeted

    Use your target audience profiles to determine which audiences need to consume which messages and what mediums should be employed.

    Importance of IT being a good communicator

    Don’t pay the price for poor communication.

    IT needs to communicate well because:

    • IT risk mitigation and technology initiative funding are dependent on critical stakeholders comprehending the risk impact and initiative benefit in easy-to-understand terms.
    • IT employees need clear and direct information to feel empowered and accountable to do their jobs well.
    • End users who have a good experience engaging in communications with IT employees have an overall increase in satisfaction with IT.
    • Continuously demonstrating IT’s value to the organization comes when those initiatives are clearly aligned to overall objectives.
    • Communication prevents assumptions and further miscommunication from happening among IT employees who are usually impacted and fear change the most.

    “Poor communication results in employee misunderstanding and errors that cost approximately $37 billion.”
    – Intranet Connections, 2019

    Effective communication enables organizational strategy and facilitates a two-way exchange

    Effective communication facilitates a two-way exchange

    What makes internal communications effective?

    To be effective, internal communications must be strategic. They should directly support organizational objectives, reinforce key messages to make sure they drive action, and facilitate two-way dialogue, not just one-way messaging.

    Measure the value of the communication

    Communication effectiveness can be measured through a variety of metrics:

    • Increase in Productivity
    • “When employees are offered better communication technology and skills, productivity can increase by up to 30%” (Expert Market, 2022).
    • Increase in Understanding Decision Rationale
    • Employees who report understanding the rationale behind the business decisions made by the executive leadership team (ELT) are 3.6x more likely to be engaged, compared to those who were not (McLean & Company Engagement Survey Database, 2022; N=133,167 responses, 187 organizations).
    • Increase in Revenue
    • Collaboration amongst C-suite executives led to a 27% increase in revenue compared to low collaborating C-suites (IBM, 2021).
    • Increase in End-User Satisfaction
    • 80.9% of end users are satisfied with IT’s ability to communicate with them regarding the information they need to perform their job (Info-Tech’s End-User Satisfaction Survey Database, N=20,617 end users from 126 organizations).

    Methods to determine effectiveness:

    • CIO Business Vision Survey
    • Engagement surveys
    • Focus groups
    • Suggestion boxes
    • Team meetings
    • Random sampling
    • Informal feedback
    • Direct feedback
    • Audience body language
    • Repeating the message back

    How to navigate the research center

    This research center is intended to ensure that IT never starts their communications from a blank page again:

    Tools to help IT be better communicators

    “‘Effectiveness’ can mean different things, and effectiveness for your project is going to look different than it would for any other project.”
    – Gale McCreary in WikiHow, 2022

    Audience: Organizational leadership

    Speaking with Board and executive leaders about strategy, risk, and value

    Keep in mind:

    1 2 3
    Priorities Differ Words Matter The Power of Three
    What’s important to you as CIO is very different from what is important to a board or executive leadership team or even the individual members of these groups. Share only what is important or relevant to the stakeholder(s). Simplify the message into common language whenever possible. A good test is to ensure that someone without any technical background could understand the message. Keep every slide to three points with no more than three words. You are the one to translate this information into a worth-while story to share.

    “Today’s CIOs have a story to tell. They must change the old narrative and describe the art of the (newly) possible. A great leader rises to the occasion and shares a vision that inspires the entire organization.”
    – Dan Roberts, CIO, 2019

    Communications for board presentations

    Secure funding and demonstrate IT as a value add to business objectives.

    DEFINING INSIGHT

    Stop presenting what is important to you as the CIO and present to the board what is important to them.

    Why does IT need to communicate with the board?

    • To get their buy-in and funding for critical IT initiatives.
    • To ensure that IT risks are understood and receive the funding necessary to mitigate.
    • To change the narrative of IT as a service provider to a business enabler.

    FRAMEWORK

    Framework for board presentations

    CHECKLIST

    Do’s & Don’ts of Communicating Board Presentations:

    Do: Ensure you know all the members of the board and their strengths/areas of focus.

    Do: Ensure the IT objectives and initiatives align to the business objectives.

    Do: Avoid using any technical jargon.

    Do: Limit the amount of data you are using to present information. If it can’t stand alone, it isn’t a strong enough data point.

    Do: Avoid providing IT service metrics or other operational statistics.

    Do: Demonstrate how the organization’s revenue is impacted by IT activities.

    Do: Tell a story that is compelling and excited.

    OUTCOME

    Organization Alignment

    • Approved organization objectives and IT objectives are aligned and supporting one another.

    Stakeholder Buy-In

    • Board members all understand what the future state of IT will look like – and are excited for it!

    Awareness on Technology Trends

    • It is the responsibility of the CIO to ensure the board is aware of critical technology trends that can impact the future of the organization/industry.

    Risks

    • Risks are understood, the impact they could have on the organization is clear, and the necessary controls required to mitigate the risk are funded.

    Communications for business updates

    Continuously build strong relationships with all members of business leadership.

    DEFINING INSIGHT

    Business leaders care about themselves and their goals – present ideas and initiatives that lean into this self-interest.

    Why does IT need to communicate business updates?

    • The key element here is to highlight how IT is impacting the organization’s overall ability to meet goals and targets.
    • Ensure all executive leaders know about and understand IT’s upcoming initiatives – and how they will be involved.

    FRAMEWORK

    Framework for business updates

    CHECKLIST

    Do’s & Don’ts of Communicating Business Updates:

    Do: Ensure IT is given sufficient time to present with the rest of the business leaders.

    Do: Ensure the goals of IT are clear and can be depicted visually.

    Do: Tie every IT goal to the objectives of different business leaders.

    Do: Avoid using any technical jargon.

    Do: Reinforce the positive benefits business leaders can expect.

    Do: Avoid providing IT service metrics or other operational statistics.

    Do: Demonstrate how IT is driving the digital transformation of the organization.

    OUTCOME

    Better Reputation

    • Get other business leaders to see IT as a value add to any initiative, making IT an enabler not an order taker.

    Executive Buy-In

    • Executives are concerned about their own budgets; they want to embrace all the innovation but within reason and minimal impact to their own finances.

    Digital Transformation

    • Indicate and commit to how IT can help the different leaders deliver on their digital transformation activities.

    Relationship Building

    • Establish trust with the different leaders so they want to engage with you on a regular basis.

    Audience: Organization wide

    Speaking with all members of the organization about the future of technology – and unexpected crises.

    1 2 3
    Competing to Be Heard Measure Impact Enhance the IT Brand
    IT messages are often competing with a variety of other communications simultaneously taking place in the organization. Avoid the information-overload paradox by communicating necessary, timely, and relevant information. Don’t underestimate the benefit of qualitative feedback that comes from talking to people within the organization. Ensure they read/heard and absorbed the communication. IT might be a business enabler, but if it is never communicated as such to the organization, it will only be seen as a support function. Use purposeful communications to change the IT narrative.

    Less than 50% of internal communications lean on a proper framework to support their communication activities.
    – Philip Nunn, iabc, 2020

    Communications for strategic IT initiatives

    Communicate IT’s strategic objectives with all business stakeholders and users.

    DEFINING INSIGHT

    IT leaders struggle to communicate how the IT strategy is aligned to the overall business objectives using a common language understood by all.

    Why does IT need to communicate its strategic objectives?

    • To ensure a clear and consistent view of IT strategic objectives can be understood by all stakeholders within the organization.
    • To demonstrate that IT strategic objectives are aligned with the overall mission and vision of the organization.

    FRAMEWORK

    Framework for IT strategic initiatives

    CHECKLIST

    Do’s & Don’ts of Communicating IT Strategic Objectives:

    Do: Ensure all IT leaders are aware of and understand the objectives in the IT strategy.

    Do: Ensure there is a visual representation of IT’s goals.

    Do: Ensure the IT objectives and initiatives align to the business objectives.

    Do: Avoid using any technical jargon.

    Do: Provide metrics if they are relevant, timely, and immediately understandable.

    Do: Avoid providing IT service metrics or other operational statistics.

    Do: Demonstrate how the future of the organization will benefit from IT initiatives.

    OUTCOME

    Organization Alignment

    • All employees recognize the IT strategy as being aligned, even embedded, into the overall organization strategy.

    Stakeholder Buy-In

    • Business and IT stakeholders alike understand what the future state of IT will look like – and are excited for it!

    Role Clarity

    • Employees within IT are clear on how their day-to-day activities impact the overall objectives of the organization.

    Demonstrate Growth

    • Focus on where IT is going to be maturing in the coming one to two years and how this will benefit all employees.

    Communications for crisis management

    Minimize the fear and chaos with transparent communications.

    DEFINING INSIGHT

    A crisis communication should fit onto a sticky note. If it’s not clear, concise, and reassuring, it won’t be effectively understood by the audience.

    Why does IT need to communicate when a crisis occurs?

    • To ensure all members of the organization have an understanding of what the crisis is, how impactful that crisis is, and when they can expect more information.
    • “Half of US companies don’t have a crisis communication plan” (CIO, 2017).

    FRAMEWORK

    Framework for crisis management

    CHECKLIST

    Do’s & Don’ts of Communicating During a Crisis:

    Do: Provide timely and regular updates about the crisis to all stakeholders.

    Do: Involve the Board or ELT immediately for transparency.

    Do: Avoid providing too much information in a crisis communication.

    Do: Have crisis communication statements ready to be shared at any time for possible or common IT crises.

    Do: Highlight that employee safety and wellbeing is top priority.

    Do: Work with members of the public relations team to prepare any external communications that might be required.

    OUTCOME

    Ready to Act

    • Holding statements for possible crises will eliminate the time and effort required when the crisis does occur.

    Reduce Fears

    • Prevent employees from spreading concerns and not feeling included in the crisis.

    Maintain Trust

    • Ensure Board and ELT members trust IT to respond in an appropriate manner to any crisis or major incident.

    Eliminate Negative Reactions

    • Any crisis communication should be clear and concise enough when done via email.

    Audience: IT employees

    IT employees need to receive and obtain regular transparent communications to better deliver on their expectations.

    Keep in mind:

    1 2 3
    Training for All Listening Is Critical Reinforce Collaboration
    From the service desk technician to CIO, every person within IT needs to have a basic ability to communicate. Invest in the training necessary to develop this skill set. It seems simple, but as humans we do an innately poor job at listening to others. It’s important you hear employee concerns, feedback, and recommendations, enabling the two-way aspect of communication. IT employees will reflect the types of communications they see. If IT leaders and managers cannot collaborate together, then teams will also struggle, leading to productivity and quality losses.

    “IT professionals who […] enroll in communications training have a chance to both upgrade their professional capabilities and set themselves apart in a crowded field of technology specialists.”
    – Mark Schlesinger, Forbes, 2021

    Communications for IT activities and tactics

    Get IT employees aligned and clear on their daily objectives.

    DEFINING INSIGHT

    Depending on IT goals, the structure might need to change to support better communication among IT employees.

    Why does IT need to communicate IT activities?

    • To ensure all members of the project team are aligned with their tasks and responsibilities related to the project.
    • To be able to identify, track, and mitigate any problems that are preventing the successful delivery of the project.

    FRAMEWORK

    Framework for IT activities & tactics

    CHECKLIST

    Do’s & Don’ts of Communicating IT Activities:

    Do: Provide metrics that define how success of the project will be measured.

    Do: Demonstrate how each project aligns to the overarching objectives of the organization.

    Do: Avoid having large meetings that include stakeholders from two or more projects.

    Do: Consistently create a safe space for employees to communicate risks related to the project(s).

    Do: Ensure the right tools are being leveraged for in-office, hybrid, and virtual environments to support project collaboration.

    Do: Leverage a project management software to reduce unnecessary communications.

    OUTCOME

    Stakeholder Adoption

    • Create a standard communication template so stakeholders can easily find and apply communications.

    Resource Allocation

    • Understand what the various asks of IT are so employees can be adequately assigned to tasks.

    Meet Responsibly

    • Project status meetings are rarely valuable or insightful. Use meetings for collaboration, troubleshooting, and knowledge sharing.

    Encourage Engagement

    • Recognize employees and their work against critical milestones, especially for projects that have a long timeline.

    Communications for everyday IT

    Engage employees and drive results with clear and consistent communications.

    DEFINING INSIGHT

    Employees are looking for empathy to be demonstrated by those they are interacting with, from their peers to managers. Yet, we rarely provide it.

    Why does IT need to communicate on regularly with itself?

    • Regular communication ensures employees are valued, empowered, and clear about their expectations.
    • 97% of employees believe that their ability to perform their tasks efficiently is impacted by communication (Expert Market, 2022).

    FRAMEWORK

    Framework for everyday IT

    CHECKLIST

    Do’s & Don’ts of Communicating within IT:

    Do: Have responses for likely questions prepared and ready to go.

    Do: Ensure that all leaders are sharing the same messages with their teams.

    Do: Avoid providing irrelevant or confusing information.

    Do: Speak with your team on a regular basis.

    Do: Reinforce the messages of the organization every chance possible.

    Do: Ensure employees feel empowered to do their jobs effectively.

    Do: Engage employees in dialogue. The worst employee experience is when they are only spoken at, not engaged with.

    OUTCOME

    Increased Collaboration

    • Operating in a vacuum or silo is no longer an option. Enable employees to successfully collaborate and deliver holistic results.

    Role Clarity

    • Clear expectations and responsibilities eliminate confusion and blame game. Engage employees and create a positive work culture with role clarity.

    Prevent Rumors

    • Inconsistent communication often leads to information sharing and employees spreading an (in)accurate narrative.

    Organizational Insight

    • Employees trust the organization’s direction because they are aware of the different activities taking place and provided with a rationale about decisions.

    Case Study

    Amazon

    INDUSTRY
    E-Commerce

    SOURCE
    Harvard Business Review

    Jeff Bezos has definitely taken on unorthodox approaches to business and leadership, but one that many might not know about is his approach to communication. Some of the key elements that he focused on in the early 2000s when Amazon was becoming a multi-billion-dollar empire included:

    • Banning PowerPoint for all members of the leadership team. They had to learn to communicate without the crutch of the most commonly used presentation tool.
    • Leveraging memos that included specific action steps and clear nouns
    • Reducing all communication to an eighth-grade reading level, including pitches for new products (e.g. Kindle).

    Results

    While he was creating the Amazon empire, 85% of Jeff Bezos’ communication was written in a way that an eighth grader could read. Communicating in a way that was easy to understand and encouraging his leadership team to do so as well is one of the many reasons this business has grown to an estimated value of over $800B.

    “If you cannot simplify a message and communicate it compellingly, believe me, you cannot get the masses to follow you.”
    – Indra Nooyi, in Harvard Business Review, 2022

    Communication competency expectations

    Communication is a business skill; not a technical skill.

    Demonstrated Communication Behavior
    Level 1: Follow Has sufficient communication skills for effective dialogue with others.
    Level 2: Assist Has sufficient communication skills for effective dialogue with customers, suppliers, and partners.
    Level 3: Apply Demonstrates effective communication skills.
    Level 4: Enable Communicates fluently, orally, and in writing and can present complex information to both technical and non-technical audiences.
    Level 5: Ensure, Advise Communicates effectively both formally and informally.
    Level 6: Initiate, Influence Communicates effectively at all levels to both technical and non-technical audiences.
    Level 7: Set Strategy, Inspire, Mobilize Understands, explains, and presents complex ideas to audiences at all levels in a persuasive and convincing manner.

    Source: Skills Framework for the Information Age, 2021

    Key KPIs for communication with any stakeholder

    Measuring communication is hard; use these to determine effectiveness.

    Goal Key Performance Indicator (KPI) Related Resource
    Obtain board buy-in for IT strategic initiatives X% of IT initiatives that were approved to be funded. Number of times technical initiatives were asked to be explained further. Using our Board Presentation Review service
    Establish stronger relationships with executive leaders X% of business leadership satisfied with the statement “IT communicates with your group effectively.” Using the CIO Business Vision Diagnostic
    Organizationally, people know what products and services IT provides X% of end users who are satisfied with communications around changing services or applications. Using the End-User Satisfaction Survey
    Organizational reach and understanding of the crisis. Number of follow-up tickets or requests related to the crisis after the initial crisis communication was sent. Using templates and tools for crisis communications
    Project stakeholders receive sufficient communication throughout the initiative. X% overall satisfaction with the quality of the project communications. Using the PPM Customer Satisfaction Diagnostic
    Employee feedback is provided, heard, and acted on X% of satisfaction employees have with managers or IT leadership to act on employee feedback. Using the Employee Engagement Diagnostic Program

    Standard workshop communication activities

    Introduction
    Communications overview.

    Plan
    Plan your communications using a strategic tool.

    Compose
    Create your own message.

    Deliver
    Practice delivering your own message.

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

    Research contributors and experts

    Anuja Agrawal, National Communications Director, PwC

    Anuja Agrawal
    National Communications Director
    PwC

    Anuja is an accomplished global communications professional, with extensive experience in the insurance, banking, financial, and professional services industries in Asia, the US, and Canada. She is currently the National Communications Director at PwC Canada. Her prior work experience includes communication leadership roles at Deutsche Bank, GE, Aviva, and Veritas. Anuja works closely with senior business leaders and key stakeholders to deliver measurable results and effective change and culture building programs. Anuja has experience in both internal and external communications, including strategic leadership communication, employee engagement, PR and media management, digital and social media, and M&A/change and crisis management. Anuja believes in leveraging digital tools and technology-enabled solutions, combined with in-person engagement, to help improve the quality of dialogue and increase interactive communication within the organization to help build an inclusive culture of belonging.

    Nastaran Bisheban, Chief Technology Officer, KFC Canada

    Nastaran Bisheban
    Chief Technology Officer
    KFC Canada

    A passionate technologist, and seasoned transformational leader. A software engineer and computer scientist by education, a certified Project Manager that holds an MBA in Leadership with Honors and Distinction from University of Liverpool. A public speaker on various disciplines of technology and data strategy with a Harvard Business School executive leadership program training to round it all. Challenges status quo and conventional practices; is an advocate for taking calculated risk and following the principle of continuous improvement. With multiple computer software and project management publications she is a strategic mentor and board member on various non-profit organizations. Nastaran sees the world as a better place only when everyone has a seat at the table and is an active advocate for diversity and inclusion.

    Heidi Davidson, Co-Founder & CEO, Galvanize Worldwide and Galvanize On Demand

    Heidi Davidson
    Co-Founder & CEO
    Galvanize Worldwide and Galvanize On Demand

    Dr. Heidi Davidson is the co-founder and CEO of Galvanize Worldwide, the largest distributed network of marketing and communications experts in the world. She also is the co-founder and CEO of Galvanize On Demand, a tech platform that matches marketing and communications freelancers with client projects. Now with 167 active experts, the Galvanize team delivers startup advisory work, outsourced marketing, training, and crisis communications to organizations of all sizes. Before Galvanize, Heidi spent four years as part of the turnaround team at BlackBerry as the Chief Communications Officer and SVP of Corporate Marketing, where she helped the company move from a device manufacturer to a security software provider.

    Eli Gladstone, Co-Founder, Speaker Labs

    Eli Gladstone
    Co-Founder
    Speaker Labs

    Eli is a co-founder of Speaker Labs. He has spent over six years helping countless individuals overcome their public speaking fears and communicate with clarity and confidence. When he’s not coaching others on how to build and deliver the perfect presentation, you’ll probably find him reading some weird books, teaching his kids how to ski or play tennis, or trying to develop a good-enough jumpshot to avoid being a liability on the basketball court.

    Francisco Mahfuz, Keynote Speaker & Storytelling Coach

    Francisco Mahfuz
    Keynote Speaker & Storytelling Coach

    Francisco Mahfuz has been telling stories in front of audiences for a decade and even became a National Champion of public speaking. Today, Francisco is a keynote speaker and storytelling coach and offers communication training to individuals and international organizations and has worked with organizations like Pepsi, HP, the United Nations, Santander, and Cornell University. He’s the author of Bare: A Guide to Brutally Honest Public Speaking and the host of The Storypowers Podcast, and he’s been part of the IESE MBA communications course since 2020. He’s received a BA in English Literature from Birkbeck University in London.

    Sarah Shortreed, EVP & CTO, ATCO Ltd.

    Sarah Shortreed
    EVP & CTO
    ATCO Ltd.

    Sarah Shortreed is ATCO’s Executive Vice President and Chief Technology Officer. Her responsibilities include leading ATCO’s Information Technology (IT) function as it continues to drive agility and collaboration throughout ATCO’s global businesses and expanding and enhancing its enterprise IT strategy, including establishing ATCO’s technology roadmap for the future. Ms. Shortreed’s skill and expertise are drawn from her more than 30-year career that spans many industries and includes executive roles in business consulting, complex multi-stakeholder programs, operations, sales, customer relationship management, and product management. She was recently the Chief Information Officer at Bruce Power and has previously worked at BlackBerry, IBM, and Union Gas. She sits on the Board of Governors for the University of Western Ontario and is the current Chair of the Chief Information Officer (CIO) Committee at the Conference Board of Canada.

    Eric Silverberg, Co-Founder, Speaker Labs

    Eric Silverberg
    Co-Founder
    Speaker Labs

    Eric is a co-founder of Speaker Labs and has helped thousands of people build their public speaking confidence and become more dynamic and engaging communicators. When he’s not running workshops to help people grow in their careers, there’s a good chance you’ll find him with his wife and dog, drinking Diet Coke, and rewatching iconic episodes of the reality TV show Survivor! He’s such a die-hard fan, that you’ll probably see him playing the game one day.

    Stephanie Stewart, Communications Officer & DR Coordinator, Info Security Services Simon Fraser University

    Stephanie Stewart
    Communications Officer & DR Coordinator
    Info Security Services Simon Fraser University

    Steve Strout, President, Miovision Technologies

    Steve Strout
    President
    Miovision Technologies

    Mr. Strout is a recognized and experienced technology leader with extensive experience in delivering value. He has successfully led business and technology transformations by leveraging many dozens of complex global SFDC, Oracle, and SAP projects. He is especially adept at leading what some call “Project Rescues” – saving people’s careers where projects have gone awry; always driving “on-time and on-budget.” Mr. Strout is the current President of Miovision Technologies and the former CEO and board member of the Americas’ SAP Users” Group (ASUG). His wealth of practical knowledge comes from 30 years of extensive experience in many CxO and executive roles at some prestigious organizations such as Vonage, Sabre, BlackBerry, Shred-it, The Thomson Corporation (now Thomson Reuters), and Morris Communications. He has served on boards including Customer Advisory Boards of Apple, AgriSource Data, Dell, Edgewise, EMC, LogiSense, Socrates.ai, Spiro Carbon Group, and Unifi.

    Info-Tech Research Group Contributors:

    Sanchia Benedict, Research Lead
    Antony Chan Executive Counsellor
    Janice Clatterbuck, Executive Counsellor
    Ahmed Jowar, Research Specialist
    Dave Kish, Practice Lead
    Nick Kozlo, Senior Research Analyst
    Heather Leier Murray, Senior Research Analyst
    Amanda Mathieson, Research Director
    Carlene McCubbin, Practice Lead
    Joe Meier, Executive Counsellor
    Andy Neill, AVP Research
    Thomas Randall, Research Director

    Plus an additional two contributors who wish to remain anonymous.

    Related Info-Tech Research

    Boardroom Presentation Review

    • You will come away with a clear, concise, and compelling board presentation that IT leaders can feel confident presenting in front of their board of directors.
    • Add improvements to your current board presentation in terms of visual appeal and logical flow to ensure it resonates with your board of directors.
    • Leverage a best-of-breed presentation template.

    Build a Better Manager

    • 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.

    Crisis Communication Guides

    During a crisis it is important to communicate to employees through messages that convey calm and are transparent and tailored to your audience. Use the Crisis Communication Guides to:

    • Draft a communication strategy.
    • Tailor messages to your audience.
    • Draft employee crisis communications.
    Use this guide to equip leadership to communicate in times of crisis.

    Bibliography

    “Communication in the Workplace Statistics: Importance and Effectiveness in 2022.” TeamStage, 2022.

    Gallo, Carmine. “How Great Leaders Communicate.” Harvard Business Review, 23 November 2022

    Guthrie, Georgina. “Why Good Internal Communications Matter Now More than Ever.” Nulab, 15 December 2021.

    Lambden, Duncan. “The Importance of Effective Workplace Communication – Statistics for 2022.” Expert Market, 13 June 2022.

    “Mapping SFIA Levels of Responsibilities to Behavioural Factors.” Skills Framework for the Information Age, 2021.

    McCreary, Gale. “How to Measure the Effectiveness of Communication: 14 Steps.” WikiHow, 31 March 2023.

    Nowak, Marcin. “Top 7 Communication Problems in the Workplace.” MIT Enterprise Forum CEE, 2021.

    Nunn, Philip. “Messaging That Works: A Unique Framework to Maximize Communication Success.” iabc, 26 October 2020.

    Picincu, Andra. “How to Measure Effective Communications.” Small Business Chron. 12 January 2021.

    Price. David A. “Pixar Story Rules.” Stories From the Frontiers of Knowledge, 2011.

    Roberts, Dan. “How CIOs Become Visionary Communicators.” CIO, 2019.

    Schlesinger, Mark. “Why building effective communication skill in IT is incredibly important.” Forbes, 2021.

    Stanten, Andrew. “Planning for the Worst: Crisis Communications 101.” CIO, 25 May 2017.

    State of the American Workplace Report. Gallup, 6 February 2020.

    “The CIO Revolution.” IBM, 2021.

    “The State of High Performing Teams in Tech 2022.” Hypercontex, 2022.

    Walters, Katlin. “Top 5 Ways to Measure Internal Communication.” Intranet Connections, 30 May 2019.

    Set a Strategic Course of Action for the PMO in 100 Days

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    • Parent Category Name: Project Management Office
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    • As a new PMO director, you’ve been thrown into the middle of an unfamiliar organizational structure and a chaotic project environment.
    • The expectations are that the PMO will help improve project outcomes, but beyond that your mandate as PMO director is opaque.
    • You know that the statistics around PMO longevity aren’t good, with 50% of new PMOs closing within the first three years. As early in your tenure as possible, you need to make sure that your stakeholders understand the value that your role could provide to the organization with the right level of buy-in and support.
    • Whether you’re implementing a new PMO or taking over an already existing one, you need to quickly overcome these challenges by rapidly assessing your unfamiliar tactical environment, while at the same time demonstrating confidence and effective leadership to project staff, business stakeholders, and the executive layer.

    Our Advice

    Critical Insight

    • The first 100 days are critical. You have a window of influence where people are open to sharing insights and opinions because you were wise enough to seek them out. If you don’t reach out soon, people notice and assume you’re not wise enough to seek them out, or that you don’t think they are important enough to involve.
    • PMOs most commonly stumble when they shortsightedly provide project management solutions to what are, in fact, more complex, systemic challenges requiring a mix of project management, portfolio management, and organizational change management capabilities. If you fail to accurately diagnose pain points and needs in your first days, you could waste your tenure as PMO leader providing well-intentioned solutions to the wrong project problems.
    • You have diminishing value on your time before skepticism and doubt start to erode your influence. Use your first 100 days to define an appropriate mandate for your PMO, get the right people behind you, and establish buy-in for long-term PMO success.

    Impact and Result

    • Develop an action plan to help leverage your first 100 days on the job. Hit the ground running in your new role with an action plan to achieve realistic goals and milestones in your first 100 days. A results-driven first three months will help establish roots throughout the organization that will continue to feed and grow the PMO beyond your first year.
    • Get to know what you don’t know quickly. Use Info-Tech’s advice and tools to perform a triage of every aspect of PMO accountability as well as harvest stakeholder input to ensure that your PMO meets or exceeds expectations and establishes the right solutions to the organization’s project challenges.
    • Solidify the PMO’s long-term mission. Adopt our stakeholder engagement best practices to ensure that you knock on the right doors early in your tenure. Not only do you need to clarify expectations, but you will ultimately need buy-in from key stakeholders as you move to align the mandate, authority, and resourcing needed for long-term PMO success.

    Set a Strategic Course of Action for the PMO in 100 Days Research & Tools

    Start here – read the Executive Brief

    Read our concise Executive Brief to find out how capitalizing on your first 100 days as PMO leader can help ensure the long-term success of your PMO.

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

    1. Survey the project landscape

    Get up-to-speed quickly on key PMO considerations by engaging PMO sponsors, assessing stakeholders, and taking stock of your PMO inventory.

    • Set a Strategic Course of Action for the PMO in 100 Days – Phase 1: Survey the Project Landscape
    • Mission Identification and Inventory Tool
    • PMO Director First 100 Days Timeline - MS Project
    • PMO Director First 100 Days Timeline - MS Excel

    2. Gather PMO requirements

    Make your first major initiative as PMO director be engaging the wider pool of PMO stakeholders throughout the organization to determine their expectations for your office.

    • Set a Strategic Course of Action for the PMO in 100 Days – Phase 2: Gather PMO Requirements
    • PMO Requirements Gathering Tool
    • PMO Course of Action Stakeholder Interview Guide

    3. Solidify your PPM goals

    Review the organization’s current PPM capabilities in order to identify your ability to meet stakeholder expectations and define a sustainable mandate.

    • Set a Strategic Course of Action for the PMO in 100 Days – Phase 3: Solidify Your PPM Goals
    • Project Portfolio Management Maturity Assessment Workbook
    • Project Management Maturity Assessment Workbook
    • Organizational Change Management Maturity Assessment Workbook
    • PMO Strategic Expectations Glossary

    4. Formalize the PMO’s mandate

    Communicate your strategic vision for the PMO and garner stakeholder buy-in.

    • Set a Strategic Course of Action for the PMO in 100 Days – Phase 4: Formalize the PMO's Mandate
    • PMO Mandate and Strategy Roadmap Template
    • PMO Director Peer Feedback Evaluation Template
    • PMO Director First 100 Days Self-Assessment Tool
    [infographic]

    Workshop: Set a Strategic Course of Action for the PMO in 100 Days

    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 the Current Project Ecosystem

    The Purpose

    Quickly develop an on-the-ground view of the organization’s project ecosystem and the PMO’s abilities to effectively serve.

    Key Benefits Achieved

    A comprehensive and actionable understanding of the PMO’s tactical environment

    Activities

    1.1 Perform a PMO SWOT analysis.

    1.2 Assess the organization’s portfolio management, project management, and organizational change management capability levels.

    1.3 Take inventory of the PMO’s resourcing levels, project demand levels, and tools and artifacts.

    Outputs

    Overview of current strengths, weaknesses, opportunities, and threats

    Documentation of your current process maturity to execute key portfolio management, project management, and organizational change management functions

    Stock of the PMO’s current access to PPM personnel relative to total project demand

    2 Analyze PMO Stakeholders

    The Purpose

    Determine stakeholder expectations for the PMO.

    Key Benefits Achieved

    An accurate understanding of others’ expectations to help ensure the PMO’s course of action is responsive to organizational culture and strategy

    Activities

    2.1 Conduct a PMO Mission Identification Survey with key stakeholders.

    2.2 Map the PMO’s stakeholder network.

    2.3 Analyze key stakeholders for influence, interest, and support.

    Outputs

    An understanding of expected PMO outcomes

    A stakeholder map and list of key stakeholders

    A prioritized PMO requirements gathering elicitation plan

    3 Determine Strategic Expectations and Define the Tactical Plan

    The Purpose

    Develop a process and method to turn stakeholder requirements into a strategic vision for the PMO.

    Key Benefits Achieved

    A strategic course of action for the PMO that is responsive to stakeholders’ expectations.

    Activities

    3.1 Assess the PMO’s ability to support stakeholder expectations.

    3.2 Use Info-Tech’s PMO Strategic Expectations glossary to turn raw process and service requirements into specific strategic expectations.

    3.3 Define an actionable tactical plan for each of the strategic expectations in your mandate.

    Outputs

    An understanding of PMO capacity and limits

    A preliminary PMO mandate

    High-level statements of strategy to help support your mandate

    4 Formalize the PMO’s Mandate and Roadmap

    The Purpose

    Establish a final PMO mandate and a process to help garner stakeholder buy-in to the PMO’s long-term vision.

    Key Benefits Achieved

    A viable PMO course of action complete with stakeholder buy-i

    Activities

    4.1 Finalize the PMO implementation timeline.

    4.2 Finalize Info-Tech’s PMO Mandate and Strategy Roadmap Template.

    4.3 Present the PMO’s strategy to key stakeholders.

    Outputs

    A 3-to-5-year implementation timeline for key PMO process and staffing initiatives

    A ready-to-present strategy document

    Stakeholder buy-in to the PMO’s mandate

    2022 Tech Trends

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    • Parent Category Name: Innovation
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    • The post-pandemic workplace continues to shift and requires collaboration between remote workers and office workers.
    • Digital transformation has accelerated across every organization and CIOs must maneuver to keep pace.
    • Customer expectations have shifted, and spending habits are moving away from in-person activities to online.
    • IT must improve its maturity in key capabilities to maintain relevance in the organization.

    Our Advice

    Critical Insight

    • Improve the capabilities that matter. Focus on IT capabilities that are most relevant to competing in the digital economy and will enable the CEO's mission for growth.
    • Assess how external environment presents opportunities or threats to your organization using a scenarios approach, then chart a plan.

    Impact and Result

    • Use the data and analysis from Info-Tech's 2022 Tech Trends report to inform your digital strategic plan.
    • Discover the five trends shaping IT's path in 2022 and explore use cases for emerging technologies.
    • Hear directly from leading subject matter experts on each trend with featured episodes from our Tech Insights podcast.

    2022 Tech Trends Research & Tools

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

    1. 2022 Tech Trends Report – A deck that discusses five use cases that can improve on your organization’s ability to compete in the digital economy.

    The post-pandemic pace of change continues to accelerate as the economic rapidly becomes more digital. To keep pace with shifting consumer expectations, CIOs must help the CEO compete in the digital economy by focusing on five key capabilities: innovation, human resources management, data architecture, security strategy, and business process controls and internal audit. Raising maturity in these capabilities will help CIOs deliver on opportunities to streamline back-office processes and develop new lines of revenue.

    • 2022 Tech Trends Report

    Infographic

    Further reading

    2022 Tech Trends

    Enabling the digital economy

    Supporting the CEO for growth

    The post-pandemic pace of change

    The disruptions to the way we work caused by the pandemic haven’t bounced back to normal.

    As part of its research process for the 2022 Tech Trends Report, Info-Tech Research Group conducted an open online survey among its membership and wider community of professionals. The survey was fielded from August 2021 through to September 2021, collecting 475 responses. We asked some of the same questions as last year’s survey so we can compare results as well as new questions to explore new trends.

    How much do you expect your organization to change permanently compared to how it was operating before the pandemic?

    • 7% – No change. We'll keep doing business as we always have.
    • 33% – A bit of change. Some ways of working will shift long term
    • 47% – A lot of change. The way we work will be differ in many ways long term. But our business remains...
    • 13% – Transformative change. Our fundamental business will be different and we'll be working in new ways.

    This year, about half of IT professionals expect a lot of change to the way we work and 13% expect a transformative change with a fundamental shift in their business. Last year, the same percentage expected a lot of change and only 10% expected transformative change.

    30% more professionals expect transformative permanent change compared to one year ago.

    47% of professionals expect a lot of permanent change; this remains the same as last year. (Info-Tech Tech Trends 2022 Survey)

    The pandemic accelerated the speed of digital transformation

    With the massive disruption preventing people from gathering, businesses shifted to digital interactions with customers.

    A visualization of the growth of 'Global average share of customer interactions that are digital' from December 2019 to July 2020. In that time it went from 36% to 58% with an 'Acceleration of 3 years'.

    Companies also accelerated the pace of creating digital or digitally enhanced products and services.

    A visualization of the growth of 'Global average share of partially or fully digitized products and/or services' from December 2019 to July 2020. In that time it went from 35% to 55% with an 'Acceleration of 7 years'. (McKinsey, 2020)

    “The Digital Economy incorporates all economic activity reliant on or significantly enhanced by the use of digital inputs, including digital technologies, digital infrastructure, digital services and data.” (OECD Definition)

    IT must enable participation in the digital economy

    Consumer spending is tilting more digital.

    Consumers have cut back spending on sectors where purchases are mostly made offline. That spending has shifted to digital services and online purchases. New habits formed during the pandemic are likely to stick for many consumers, with a continued shift to online consumption for many sectors.

    Purchases on online platforms are projected to rise from 10% today to 33% by 2030.

    Estimated online share of consumption
    Recreation & culture 30%
    Restaurants & hotels 50%
    Transport 10%
    Communications 90%
    Education 50%
    Health 20%
    Housing & utilities 50%
    (HSBC, 2020)

    Changing customer expectations pose a risk.

    IT practitioners agree that customer expectations are changing. They expect this to be more likely to disrupt their business in the next 12 months than new competition, cybersecurity incidents, or government-enacted policy changes.

    Factors likely to disrupt business in next 12 months
    Government-enacted policy changes 22%
    Cybersecurity incidents 56%
    Regulatory changes 45%
    Established competitor wins 26%
    New player enters the market 23%
    Changing customer expectations 68%
    (Info-Tech Tech Trends 2022 Survey)

    This poses a challenge to IT departments below the “expand” level of maturity

    CIOs must climb the maturity ladder to help CEOs drive growth.

    Most IT departments rated their maturity in the “optimize” or “support” level on Info-Tech’s maturity ladder.

    CIOs at the “optimize” level can play a role in digital transformation by improving back-office processes but should aim for a higher mandate.

    CIOs achieving at the “expand” level can help directly improve revenues by improving customer-facing products and services, and those at the “transform” level can help fundamentally change the business to create revenue in new ways. CIOs can climb the maturity ladder by enabling new digital capabilities.

    Maturity is heading in the wrong direction.

    Only half of IT practitioners described their department’s maturity as “transform” compared to last year’s survey, and more than twice the number rated themselves as “struggle.”

    A colorful visualization of the IT 'Maturity Ladder' detailing levels of IT function within an organization. Percentages represent answers from IT practitioners to an Info-Tech survey about the maturity level of their company. Starting from the bottom: 13% answered 'Struggle', compared to 6% in 2020; 35% answered 'Support'; 37% answered 'Optimize'; 12% answered 'Expand'; and only 3% answered 'Transform', compared to 6% in 2020.

    48% rate their IT departments as low maturity.

    Improve maturity by focusing on key capabilities to compete in the digital economy

    Capabilities to unlock digital

    Innovation: Identify innovation opportunities and plan how to use technology innovation to create a competitive advantage or achieve improved operational effectiveness and efficiency.

    Human Resources Management: Provide a structured approach to ensure optimal planning, evaluation, and development of human resources.

    Data Architecture: Manage the business’ data stores, including technology, governance, and people that manage them. Establish guidelines for the effective use of data.

    Security Strategy: Define, operate, and monitor a system for information security management. Keep the impact and occurrence of information security incidents within risk appetite levels.

    Business Process Controls and Internal Audit: Manage business process controls such as self-assessments and independent assurance reviews to ensure information related to and used by business processes meets security and integrity requirements. (ISACA, 2020)

    A periodic table-esque arrangement of Info-Tech tools and templates titled 'IT Management and Governance Framework', subtitled 'A comprehensive and connected set of research to help you optimize and improve your core IT processes', and anchored by logos for Info-Tech and COBIT. Color-coded sections with highlighted tools or templates are: 'Strategy and Governance' with 'APO04 Innovation' highlighted; 'People and Resources' with 'APO07 Human Resources Management' highlighted; 'Security and Risk' with 'APO13 Security Strategy' and 'DSS06 MEA02 Business Process Controls and Internal Audit' highlighted; 'Data and BI' with 'ITRG07 Data Architecture' highlighted. Other sections are 'Financial Management', 'Service planning and architecture', 'Infrastructure and operations', 'Apps', and 'PPM and projects'.

    5 Tech Trends for 2022

    In this report, we explore five use cases for emerging technology that can improve on capabilities needed to compete in the digital economy. Use cases combine emerging technologies with new processes and strategic planning.

    DIGITAL ECONOMY

    TREND 01 | Human Resources Management

    HYBRID COLLABORATION
    Provide a digital employee experience that is flexible, contextual, and free from the friction of hybrid operating models.

    TREND 02 | Security Strategy

    BATTLE AGAINST RANSOMWARE
    Prevent ransomware infections and create a response plan for a worst-case scenario. Collaborate with relevant external partners to access resources and mitigate risks.

    TREND 03 | Business Process Controls and Internal Audit

    CARBON METRICS IN ENERGY 4.0
    Use internet of things (IoT) and auditable tracking to provide insight into business process implications for greenhouse gas emissions.

    TREND 04 | Data Architecture

    INTANGIBLE VALUE CREATION
    Provide governance around digital marketplace and manage implications of digital currency. Use blockchain technology to turn unique intellectual property into saleable digital products

    TREND 05 | Innovation

    AUTOMATION AS A SERVICE
    Automate business processes and access new sophisticated technology services through platform integration.

    Hybrid Collaboration

    TREND 01 | HUMAN RESOURCES MANAGEMENT

    Provide a digital employee experience that is flexible, contextual, and free from the friction of hybrid operating models.

    Emerging technologies:
    Intelligent conference rooms; intelligent workflows, platforms

    Introduction

    Hybrid work models enable productive, diverse, and inclusive talent ecosystems necessary for the digital economy.

    Hybrid work models have become the default post-pandemic work approach as most knowledge workers prefer the flexibility to choose whether to work remotely or come into the office. CIOs have an opportunity lead hybrid work by facilitating collaboration between employees mixed between meeting at the office and virtually.

    IT departments rose to the challenge to quickly facilitate an all-remote work scenario for their organizations at the outset of the pandemic. Now they must adapt again to facilitate the hybrid work model, which brings new friction to collaboration but also new opportunities to hire a talented, engaged, and diverse workforce.

    79% of organizations will have a mix of workers in the office and at home. (Info-Tech Tech Trends 2022 Survey)

    35% view role type as a determining factor in the feasibility of the hybrid work model.

    Return-to-the-office tensions

    Only 18% of employees want to return to the office full-time.

    But 70% of employers want people back in the office. (CNBC, April 2021)

    Signals

    IT delivers the systems needed to make the hybrid operating model a success.

    IT has an opportunity to lead by defining the hybrid operating model through technology that enables collaboration. To foster collaboration, companies plan to invest in the same sort of tools that helped them cope during the pandemic.

    As 79% of organizations envision a hybrid model going forward, investments into hybrid work tech stacks – including web conferencing tools, document collaboration tools, and team workspaces – are expected to continue into 2022.

    Plans for future investment in collaboration technologies

    Web Conferencing 41%
    Document Collaboration and Co-Authoring 39%
    Team Workspaces 38%
    Instant Messaging 37%
    Project and Task Management Tools 36%
    Office Meeting Room Solutions 35%
    Virtual Whiteboarding 30%
    Intranet Sites 21%
    Enterprise Social Networking 19%
    (Info-Tech Tech Trends 2022 Survey)

    Drivers

    COVID-19

    Vaccination rates around the world are rising and allowing more offices to welcome back workers because the risk of COVID-19 transmission is reduced and jurisdictions are lifting restrictions limiting gatherings.

    Worker satisfaction

    Most workers don't want to go to the office full-time. In a Bloomberg poll (2021), almost half of millennial and Gen Z workers say they would quit their job if not given an option to work remotely.

    IT spending

    Companies are investing more into IT budgets to find ways to support a mix of remote work and in-office resources to cope with work disruption. This extra spending is offset in some cases by companies saving money from having employees work from home some portion of the time. (CIO Dive, 2021)

    Risks and Benefits

    Benefits

    Flexibility Employees able to choose between working from home and working in the office have more control over their work/life balance.
    Intelligence Platforms that track contextual work relationships can accelerate workflows through smart recommendations that connect people at the right time, in the right place.
    Talent Flexible work arrangements provide businesses with access to the best talent available around the world and employees with more career options as they work from a home office (The Official Microsoft Blog, 2021).

    Risks

    Uncertainty The pandemic lacks a clear finish line and local health regulations can still waver between strict control of movement and open movement. There are no clear assurances of what to expect for how we'll work in the near future.
    FOMO With some employees going back to the office while others remain at home, employee bases could be fractured along the lines of those seeing each other in person every day and those still connecting by videoconference.
    Complexity Workers may not know in advance whether they're meeting certain people in person or online, or a mix of the two. They'll have to use technology on the fly to try and collaborate across a mixed group of people in the office and people working remotely (McKinsey Quarterly, 2021).

    “We have to be careful what we automate. Do we want to automate waste? If a company is accustomed to having a ton of meetings and their mode in the new world is to move that online, what are you going to do? You're going to end up with a lot of fatigue and disenchantment…. You have to rethink your methods before you think about the automation part of it." (Vijay Sundaram, Chief Strategy Officer, Zoho)

    Photo of Vijay Sundaram, Chief strategy officer, Zoho.

    Listen to the Tech Insights podcast: Unique approach to hybrid collaboration

    Case Study: Zoho

    Situation

    Zoho Corp. is a cloud software firm based in Chennai, India. It develops a wide range of cloud software, including enterprise collaboration software and productivity tools. Over the past decade, Zoho has used flexible work models to grant remote work options to some employees.

    When the coronavirus pandemic hit, not only did the office have to shut down but also many employees had to relocate back with families in rural areas. The human costs of the pandemic experienced by staff required Zoho to respond by offering counseling services and material support to employees.

    Complication

    Zoho prides itself as an employee-centric company and views its culture as a community that's purpose goes beyond work. That sense of community was lost because of the disruption caused by the pandemic. Employees lost their social context and their work role models. Zoho had to find a way to recreate that without the central hub of the office or find a way to work with the limitations of it not being possible.

    Resolution

    To support employees in rural settings, Zoho sent out phones to provide redundant bandwidth. As lockdowns in India end, Zoho is taking a flexible approach and giving employees the option to come to the office. It's seeing more people come back each week, drawn by the strong community.

    Zoho supports the hybrid mix of workers by balancing synchronous and asynchronous collaboration. It holds meetings when absolutely necessary through tools like Zoho Meet but tries to keep more work context to asynchronous collaboration that allows people to complete tasks quickly and move on. Its applications are connected to a common platform that is designed to facilitate workflows between employees with context and intelligence. (Interview with Vijay Sundaram, Chief Strategy Officer, Zoho)

    “We tend to think of it on a continuum of synchronous to asynchronous work collaboration. It’s become the paramount norm for so many different reasons…the point is people are going to work at different times in different locations. So how do we enable experiences where everyone can participate?" (Jason Brommet, Head of Modern Work and Security Business Group at Microsoft)

    Photo of Jason Brommet, Head of Modern Work and Security Business Group at Microsoft.

    Listen to the Tech Insights podcast: Microsoft on the ‘paradox of hybrid work’

    Case Study: Microsoft

    Situation

    Before the pandemic, only 18% of Microsoft employees were working remotely. As of April 1, 2020, they were joined by the other 82% of non-essential workers at the company in working remotely.

    As with its own customers, Microsoft used its own software to enable this new work experience, including Microsoft Teams for web conferencing and instant messaging and Office 365 for document collaboration. Employees proved just as productive getting their work done from home as they were working in the office.

    Complication

    At Microsoft, the effects of firm-wide remote work changed the collaboration patterns of the company. Even though a portion of the company was working remotely before the pandemic, the effects of everyone working remotely were different. Employees collaborated in a more static and siloed way, focusing on scheduled meetings with existing relationships. Fewer connections were made with more disparate parts of the organization. There was also a decrease in synchronous communication and an increase in asynchronous communication.

    Resolution

    Microsoft is creating new tools to break down the silos in organizations that are grappling with hybrid work challenges. For example, Viva Insights is designed to inform workers about their collaboration habits with analytics. Microsoft wants to provide workers with insights on their collaborative networks and whether they are creating new connections or deepening existing connections. (Interview with Jason Brommet, Head of Modern Work and Security Business Group, Microsoft; Nature Human Behaviour, 2021)

    What's Next?

    Distributed collaboration space:

    International Workplace Group says that more companies are taking advantage of its full network deals on coworking spaces. Companies such as Standard Charter are looking to provide their workers with a happy compromise between working from home and making the commute all the way to the central office. The hub-and-spoke model gives employees the opportunity to work near home and looks to be part of the hybrid operating model mix for many companies. (Interview with Wayne Berger, CEO of IWG Canada & Latin America)

    Optimized hybrid meetings:

    Facilitating hybrid meetings between employees grouped in the office and remote workers will be a major pain point. New hybrid meeting solutions will provide cameras embedded with intelligence to put boardroom participants into independent video streams. They will also focus on making connecting to the same meeting from various locations as convenient as possible and capture clear and crisp audio from each speaker.

    Uncertainties

    Mix between office and remote work:

    It's clear we're not going to work the way we used to previously with central work hubs, but full-on remote work isn't the right path forward either. A new hybrid work model is emerging, and organizations are experimenting to find the right approach.

    Attrition:

    Between April and September 2021, 15 million US workers quit their jobs, setting a record pace. Employees seek a renewed sense of purpose in their work, and many won’t accept mandates to go back to the office. (McKinsey, 2021)

    Equal footing in meetings:

    What are the new best practices for conducting an effective meeting between employees in the office and those who are remote? Some companies ask each employee to connect via a laptop. Others are using conference rooms with tech to group in-office workers together and connect them with remote workers.

    Hybrid Collaboration Scenarios

    Organizations can plan their response to the hybrid work context by plotting their circumstances across two continuums: synchronous to asynchronous collaboration approach and remote work to central hub work model.

    A map of hybrid collaboration scenarios with two axes representing 'Work Context, From all remote work to gathering in a central hub' and 'Collaboration Style, From collaborating at the same time to collaborating at different times'. The axes split the map into quarters. 'Work Context' ranges from 'Remote Work' on the left to 'Central Hub' on the right. 'Collaboration Style' ranges from 'Synchronous' on top to 'Asynchronous' on bottom. The top left quarter, synchronous remote work, reads 'Virtual collective collaboration via videoconference and collaboration software, with some workers meeting in coworking spaces.' The top right quarter, synchronous central hub, reads 'In-person collective collaboration in the office.' The bottom left quarter, asynchronous remote work, reads 'Virtual group collaboration via project tracking tools and shared documents.' The bottom right quarter, asynchronous central hub, reads 'In-person group collaboration in coworking spaces and the main office.'

    Recommendations

    Rethink technology solutions. Don't expect your pre-pandemic videoconference rooms to suffice. And consider how to optimize your facilities and infrastructure for hot-desking scenarios.

    Optimize remote work. Shift from the collaboration approach you put together just to get by to the program you'll use to maximize flexibility.

    Enable effective collaboration. Enable knowledge sharing no matter where and when your employees work and choose the best collaboration software solutions for your scenario.

    Run better meetings. Successful hybrid workplace plans must include planning around hybrid meetings. Seamless hybrid meetings are the result of thoughtful planning and documented best practices.

    89% of organizations invested in web conferencing technology to facilitate better collaboration, but only 43% invested in office meeting room solutions. (Info-Tech Tech Trends 2022 Survey)

    Info-Tech Resources

    Battle Against Ransomware

    TREND 02 | SECURITY STRATEGY

    Prevent ransomware infections and create a response plan for a worst-case scenario. Collaborate with relevant external partners to access resources and mitigate risks.

    Emerging technologies:
    Open source intelligence; AI-powered threat detection

    “It has been a national crisis for some time…. For every [breach] that hits the news there are hundreds that never make it.” (Steve Orrin, Federal Chief Technology Officer, Intel)

    Photo of Steve Orrin, Federal Chief Technology Officer, Intel.

    Listen to the Tech Insights podcast: Ransomware crisis and AI in military

    Introduction

    Between 2019 and 2020, ransomware attacks rose by 62% worldwide and by 158% in North America. (PBS NewsHour, 2021)

    Security strategies are crucial for companies to control access to their digital assets and confidential data, providing it only to the right people at the right time. Now security strategies must adapt to a new caliber of threat in ransomware to avoid operational disruption and reputational damage.

    In 2021, ransomware attacks exploiting flaws in widely used software from vendors Kaseya, SolarWinds, and Microsoft affected many companies and saw record-breaking ransomware payments made to state-sponsored cybercriminal groups.

    After a ransomware attack caused Colonial Pipeline to shut down its pipeline operations across the US, the ransomware issue became a topic of federal attention with executives brought before Senate committees. A presidential task force to combat ransomware was formed.

    62% of IT professionals say they are more concerned about being a victim of ransomware than they were one year ago. (Info-Tech Tech Trends 2022 Survey)

    $70 million demanded by REvil gang in ransom to unlock firms affected by the Kaseya breach. (TechRadar, 2021)

    Signals

    Organizations are taking a multi-faceted approach to preparing for the event of a ransomware breach.

    The most popular methods to prepare for ransomware are to buy an insurance policy or create offline backups and redundant systems. Few are making an effort to be aware of free decryption tools, and only 2% admit to budgeting to pay ransoms.

    44% of IT professionals say they spent time and money specifically to prevent ransomware over the past year. (Info-Tech Tech Trends 2022 Survey)

    Approaches to prepare for ransomware

    Kept aware of free decryption tools available 9%
    Set aside budget to pay ransoms 2%
    Designed network to contain ransomware 24%
    Implemented technology to eradicate ransomware 36%
    Created a specific incident response plan for ransomware 26%
    Created offline backups and redundant systems 41%
    Purchased insurance covering cyberattacks 47%

    (Info-Tech Tech Trends 2022 Survey)

    Drivers

    National security concerns

    Attacks on US infrastructure and government agencies have prompted the White House to treat ransomware as a matter of national security. The government stance is that Russia supports the attacks. The US is establishing new mechanisms to address the threat. Plans include new funding to support ransomware response, a mandate for organizations to report incidents, and requirements for organizations to consider the alternatives before paying a ransom. (Institute for Security and Technology, 2021)

    Advice from cybersecurity insurance providers

    Increases in ransom payouts have caused cybersecurity insurance providers to raise premiums and put in place more security requirements for policyholders to try and prevent ransomware infection. However, when clients are hit with ransomware, insurance providers advise to pay the ransom as it's usually the cheapest option. (ProPublica, 2019)

    Reputational damage

    Ransomware attacks also often include a data breach event with hackers exfiltrating the data before encrypting it. Admitting a breach to customers can seriously damage an organization's reputation as trustworthy. Organizations may also be obligated to pay for credit protection of their customers. (Interview with Frank Trovato, Research Director – Infrastructure, Info-Tech Research Group)

    Risks and Benefits

    Benefits

    Privacy Protecting personal data from theft improves people’s confidence that their privacy is being respected and they are not at risk of identity theft.
    Productivity Ransomware can lock out employees from critical work systems and stop them from being able to complete their tasks.
    Access Ransomware has prevented public access to transportation, healthcare, and any number of consumer services for days at a time. Ransomware prevention ensures public service continuity.

    Risks

    Expenses Investing in cybersecurity measures to protect against attacks is becoming more expensive, and recently cybersecurity insurance premiums have gone up in response to expensive ransoms.
    Friction More security requirements could create friction between IT priorities and business priorities in trying to get work done.
    Stability If ransomware attacks become worse or cybercriminals retaliate for not receiving payments, people could find their interactions with government services and commercial services are disrupted.

    Case Study: Victim to ransomware

    Situation

    In February 2020, a large organization found a ransomware note on an admin’s workstation. They had downloaded a local copy of the organization’s identity management database for testing and left a port open on their workstation. Hackers exfiltrated it and encrypted the data on the workstation. They demanded a ransom payment to decrypt the data.

    Complication

    Because private information of employees and customers was breached, the organization decided to voluntarily inform the state-level regulator. With 250,000 accounts affected, plans were made to require password changes en masse. A public announcement was made two days after the breach to ensure that everyone affected could be reached.

    The organization decided not to pay the ransom because it didn’t need the data back, since it had a copy on an unaffected server.

    Resolution

    After a one-day news cycle for the breach, the story about the ransom was over. The organization also received praise for handling the situation well and quickly informing stakeholders.

    The breach motivated the organization to put more protections in place. It implemented a deny-by-default network and turned off remote desktop protocol and secure shell. It mandated multi-factor authentication and put in a new endpoint-detection and response system. (Interview with CIO of large enterprise)

    What's Next

    AI for cybersecurity:

    New endpoint protections using AI are being deployed to help defend against ransomware and other cybersecurity intrusions. The solutions focus on the prevention and detection of ransomware by learning about the expected behavior of an environment and then detecting anomalies that could be attack attempts. This type of approach can be applied to everything from reading the contents of an email to helping employees detect phishing attempts to lightweight endpoint protection deployed to an Internet of Things device to detect an unusual connection attempt.

    Unfortunately, AI is a tool available to both the cybersecurity industry and hackers. Examples of hackers tampering with cybersecurity AI to bypass it have already surfaced. (Forbes, 23 Sept. 2021)

    Uncertainties

    Government response:

    In the US, the Ransomware Task Force has made recommendations to the government but it's not clear whether all of them will be followed. Other countries such as Russia are reported to be at least tolerating ransomware operations if not supporting them directly with resources.

    Supply chain security:

    Sophisticated attacks using zero-day exploits in widely used software show that organizations simply can't account for every potential vulnerability.

    Arms escalation:

    The ransomware-as-a-service industry is doing good business and finding new ways to evade detection by cybersecurity vendors. New detection techniques involving AI are being introduced by vendors, but will it just be another step in the back-and-forth game of one-upmanship? (Interview with Frank Trovato)

    Battle Against Ransomware Scenarios

    Determine your organization’s threat profile for ransomware by plotting two variables: the investment made in cybersecurity and the sophistication level of attacks that you should be prepared to guard against.

    A map of Battle Against Ransomware scenarios with two axes representing 'Attack Sophistication, From off-the-shelf, ransomware-as-a-service kits to state-sponsored supply chain attacks' and 'Investment in Cybersecurity, From low, minimal investment to high investment for a multi-layer approach.'. The axes split the map into quarters. 'Attack Sophistication' ranges from 'Ransomware as a Service' on the left to 'State-Sponsored' on the right. 'Investment in Cybersecurity' ranges from 'High' on top to 'Low' on bottom. The top left quarter, highly invested ransomware as a service, reads 'Organization is protected from most ransomware attacks and isn’t directly targeted by state-sponsored attacks.' The top right quarter, highly invested state-sponsored, reads 'Organization is protected against most ransomware attacks but could be targeted by state-sponsored attacks if considered a high-value target.' The bottom left quarter, low investment ransomware as a service, reads 'Organization is exposed to most ransomware attacks and is vulnerable to hackers looking to make a quick buck by casting a wide net.' The bottom right quarter, low investment state-sponsored, reads 'Organization is exposed to most ransomware attacks and risks being swept up in a supply chain attack by being targeted or as collateral damage.'

    Recommendations

    Create a ransomware incident response plan. Assess your current security practices and identify gaps. Quantify your ransomware risk to prioritize investments and run tabletop planning exercises for ransomware attacks.

    Reduce your exposure to ransomware. Focus on securing the frontlines by improving phishing awareness among staff and deploying AI tools to help flag attacks. Use multi-factor authentication. Take a zero-trust approach and review your use of RDP, SSH, and VPN.

    Require security in contracts. Security must be built into vendor contracts. Government contracts are now doing this, elevating security to the same level as functionality and support features. This puts money incentives behind improving security. (Interview with Intel Federal CTO Steve Orrin)

    42% of IT practitioners feel employees must do much more to help defend against ransomware. (Info-Tech Tech Trends 2022 Survey)

    Info-Tech Resources

    Carbon Metrics in Energy 4.0

    TREND 03 | BUSINESS PROCESS CONTROLS AND INTERNAL AUDIT

    Use Internet of Things (IoT) and auditable tracking to provide insight into business process implications for greenhouse gas emissions.

    Emerging technologies:
    IoT

    Introduction

    Making progress towards a carbon-neutral future.

    A landmark report published in 2021 by the United Nations Intergovernmental Panel on Climate Change underlines that human actions can still determine the future course of climate change. The report calls on governments, individuals, and organizations to stop putting new greenhouse gas emissions into the atmosphere no later than 2050, and to be at the halfway point to achieving that by 2030.

    With calls to action becoming more urgent, organizations are making plans to reduce the use of fossil fuels, move to renewable energy sources, and reduce consumption that causes more emissions downstream. As both voluntary and mandatory regulatory requirements task organizations with reducing emissions, they will first be challenged to accurately measure the size of their footprint.

    CIOs in organizations are well positioned to make conscious decisions to both influence how technology choices impact carbon emissions and implement effective tracking of emissions across the entire enterprise.

    Canada’s CIO strategy council is calling on organizations to sign a “sustainable IT pledge” to cut emissions from IT operations and supply chain and to measure and disclose emissions annually. (CIO Strategy Council, Sustainable IT Pledge)

    SCOPE 3 – Indirect Consumption

    • Goods and services
    • Fuel, travel, distribution
    • Waste, investments, leased assets, employee activity

    SCOPE 2 – Indirect Energy

    • Electricity
    • Heat and cooling

    SCOPE 1 – Direct

    • Facilities
    • Vehicles

    Signals

    Emissions tracking requires a larger scope.

    About two-thirds of organizations have a commitment to reduce greenhouse gas emissions. When asked about what tactics they use to reduce emissions, the most popular options affect either scope 1 emissions (retiring older IT equipment) or scope 2 emissions (using renewable energy sources). Fewer are using tactics that would measure scope 3 emissions such as using IoT to track or using software or AI.

    68% of organizations say they have a commitment to reduce greenhouse gas emissions. (Info-Tech Tech Trends 2022 Survey)

    Approaches to reducing carbon emissions

    Using "smart technologies" or IoT to help cut emissions 12%
    Creating incentive programs for staff to reduce emissions 10%
    Using software or AI to manage energy use 8%
    Using external DC or cloud on renewable energy 16%
    Committing to external emissions standards 15%
    Retiring/updating older IT equipment 33%
    Using renewable energy sources 41%

    (Info-Tech Tech Trends 2022 Survey)

    Drivers

    Investor pressure

    The world’s largest asset manager, at $7 trillion in investments, says it will move away from investing in firms that are not aligned to the Paris Agreement. (The New York Times, 2020)

    Compliance tipping point

    International charity CDP has been collecting environmental disclosure from organizations since 2002. In 2020, more than 9,600 of the world’s largest companies – representing over 50% of global market value – took part. (CDP, 2021)

    International law

    In 2021, six countries have net-zero emissions policies in law, six have proposed legislations, and 20 have policy documents. (Energy & Climate Intelligence Unit, 2021)

    Employee satisfaction

    In 2019, thousands of workers walked out of offices of Amazon, Google, Twitter, and Microsoft to demand their employers do more to reduce carbon emissions. (NBC News, 2021)

    High influence factors for carbon reduction

    • 25% – New government laws or policies
    • 9% – External social pressures
    • 9% – Pressure from investors
    • 8% – International climate compliance efforts
    • 7% – Employee satisfaction

    (Info-Tech Tech Trends 2022 Survey)

    Risks and Benefits

    Benefits

    Trust Tracking carbon emissions creates transparency into an organization’s operations and demonstrates accountability to its carbon emissions reduction goals.
    Innovation As organizations become more proficient with carbon measurement and modeling, insights can be leveraged as a decision-making tool.
    Resilience Reducing energy usage shrinks your carbon footprint, increases operational efficiency, and decreases energy costs.

    Risks

    Regulatory Divergence Standardization of compliance enforcement around carbon emissions is a work in progress. Several different voluntary frameworks exist, and different governments are taking different approaches including taxation and cap-and-trade markets.
    Perceptions Company communications that speak to emissions reduction targets without providing proof can be accused of “greenwashing” or falsely trying to improve public perception.
    Financial Pain Institutional investments are requiring clear commitments and plans to reduce greenhouse gases. Some jurisdictions are now taxing carbon emissions.

    “When you can take technology and embed that into management change decisions that impact the environment, you can essentially guarantee that [greenhouse gas] offset. Companies that are looking to reduce their emissions can buy those offsets and it creates value for everybody.” (Wade Barnes, CEO and founder of Farmers Edge)

    Photo of Wade Barnes, CEO and founder of Farmers Edge.

    Listen to the Tech Insights podcast: The future of farming is digital

    Case Study

    Situation

    The Alberta Technology Innovation and Emissions Reduction Regulation is Alberta’s approach to reduce emissions from large industrial emitters. It prices GHG and provides a trading system.

    No-till farming and nitrogen management techniques sequester up to 0.3 metric tons of GHG per year.

    Complication

    Farmers Edge offers farmers a digital platform that includes IoT and a unified data warehouse. It can turn farm records into digital environmental assets, which are aggregated and sold to emitters.

    Real-time data from connected vehicles, connected sensors, and other various inputs can be verified by third-party auditors.

    Resolution

    Farmers Edge sold aggregated carbon offsets to Alberta power producer Capital Power to help it meet regulatory compliance.

    Farmers Edge is expanding its platform to include farmers in other provinces and in the US, providing them opportunity to earn revenue via its Smart Carbon program.

    The firm is working to meet standards outlined by the U.S. Department of Agriculture’s Natural Resources Conservation Service. (Interview with Wade Barnes, CEO, Farmers Edge)

    What's Next

    Global standards:

    The International Sustainability Standards Board (ISSB) has been formed by the International Financial Reporting Standards Foundation and will have its headquarters location announced in November at a United Nations conference. The body is already governing a set of global standards that have a roadmap for development through 2023 through open consultation. The standards are expected to bring together the multiple frameworks for sustainability standards and offer one global set of standards. (Business Council of Canada, 2021)

    CIOs take charge:

    The CIO is well positioned to take the lead role on corporate sustainability initiatives, including measuring and reducing an organization’s carbon footprint (or perhaps even monetizing carbon credits for an organization that is a negative emitter). CIOs can use their position as facilities managers and cross-functional process owners and mandate to reduce waste and inefficiency to take accountability for this important role. CIOs will expand their roles to deliver transparent and auditable reporting on environmental, social, and governance (ESG) goals for the enterprise.

    Uncertainties

    International resolve:

    Fighting the climate crisis will require governments and private sector collaboration from around the world to commit to creating new economic structures to discourage greenhouse gas emissions and incentivize long-term sustainable thinking. If some countries or private sector forces continue to prioritize short-term gains over sustainability, the U.N.’s goals won’t be achieved and the human costs as a result of climate change will become more profound.

    Cap-and-trade markets:

    Markets where carbon credits are sold to emitters are organized by various jurisdictions around the world and have different incentive structures. Some are created by governments and others are voluntary markets created by industry. This type of organization for these markets limits their size and makes it hard to scale the impact. Organizations looking to sell carbon credits at volume face the friction of having to navigate different compliance rules for each market they want to participate in.

    Carbon Metrics in Energy 4.0 Scenarios

    Determine your organization’s approach to measuring carbon dioxide and other greenhouse gas emissions by considering whether your organization is likely to be a high emitter or a carbon sink. Also consider your capability to measure and report on your carbon footprint.

    A map of Carbon Metrics in Energy 4.0 scenarios with two axes representing 'Quantification Capability, From not tracking any emissions whatsoever to tracking all emissions at every scope' and 'Greenhouse Gas Emissions, From mitigating more emissions than you create to emitting more than regulations allow'. The axes split the map into quarters. 'Quantification Capability' ranges from 'No Measures' on the left to 'All Emissions Measured' on the right. 'Greenhouse Gas Emissions' ranges from 'More Than Allowed' on top to 'Net-Negative' on bottom. The top left quarter, no measures and more than allowed, reads 'Companies that are likely to be high emitters and not measuring will attract the most scrutiny from regulators and investors.' The top right quarter, all measured and more than allowed, reads 'Companies emit more than regulators allow but the measurements show a clear path to mitigation through the purchase of carbon credits.' The bottom left quarter, no measures and net-negative, reads 'Companies able to achieve carbon neutrality or even be net-negative in emissions but unable to demonstrate it will still face scrutiny from regulators.' The bottom right quarter, all measured and net-negative, reads 'Companies able to remove more emissions than they create have an opportunity to aggregate those reductions and sell on a cap-and-trade market.'

    Recommendations

    Measure the whole footprint. Devise a plan to measure scope 1, 2, and 3 greenhouse gas emissions at a level that is auditable by a third party.

    Gauge the impact of Industry 4.0. New technologies in Industry 4.0 include IoT, additive manufacturing, and advanced analytics. Make sustainability a core part of your focus as you plan out how these technologies will integrate with your business.

    Commit to net zero. Make a clear commitment to achieve net-zero emissions by a specific date as part of your organization’s core strategy. Take a continuous improvement approach to make progress towards the goal with measurable results.

    New laws from governments will have the highest degree of influence on an organization’s decision to reduce emissions. (Info-Tech Tech Trends 2022 Survey)

    Info-Tech Resources

    Intangible Value Creation

    TREND 04 | DATA ARCHITECTURE

    Use blockchain technology to turn unique intellectual property into saleable digital products. Provide governance around marketplaces where sales are made.

    Emerging technologies:
    Blockchain, Distributed Ledger Technology, Virtual Environments

    Introduction

    Decentralized technologies are propelling the digital economy.

    As the COVID-19 pandemic has accelerated our shift into virtual social and economic systems, blockchain technology poses a new technological frontier – further disrupting digital interactions and value creation by providing a modification of data without relying on third parties. New blockchain software developments are being used to redefine how central banks distribute currency and to track provenance for scarce digital assets.

    Tokenizing the blockchain

    Non-fungible tokens (NFTs) are distinct cryptographic tokens created from blockchain technology. The rarity systems in NFTs are redefining digital ownership and being used to drive creator-centric communities.

    Not crypto-currency, central currency

    Central Bank Digital Currencies (CBDC) combine the same architecture of cryptocurrencies built on blockchain with the financial authority of a central bank. These currencies are not decentralized because they are controlled by a central authority, rather they are distributed systems. (Decrypt, 2021)

    80% of banks are working on a digital currency. (Atlantic Council, 2021)

    Brands that launched NFTs

    NBA, NFL, Formula 1, Nike, Stella Artois, Coca-Cola, Mattel, Dolce & Gabbana, Ubisoft, Charmin

    Banks that launched digital currencies

    The Bahamas, Saint Kitts and Nevis, Antigua and Barbuda, Saint Lucia, Grenada

    Signals

    ID on the blockchain

    Blockchains can contain smart contracts that automatically execute given specific conditions, protecting stakeholders involved in a transaction. These have been used by central banks to automate when and how currency can be spent and by NFT platforms to attribute a unique identity to a digital asset. Automation and identity verification are the most highly valued digital capabilities of IT practitioners.

    $69.3 million – The world’s most expensive NFT artwork sale, for Beeple’s “Everydays: The First 5,000 Days” (The New York Times, Mar. 2021)

    Digital capabilities that provide high value to the organization

    E-commerce 50%
    Automation 79%
    Smart contracts 42%
    Community building and engagement 55%
    Real-time payments 46%
    Tracking provenance 33%
    Identity verification 74%

    (Info-Tech Tech Trends 2022 Survey)

    Drivers

    Financial autonomy

    Central banks view cryptocurrencies as "working against the public good" and want to maintain control over their financial system to maintain the integrity of payments and provide financial crime oversight and protections against money laundering. (Board of Governors of the Federal Reserve System, 2021)

    Bitcoin energy requirements and greenhouse gas emissions

    Annual energy consumption of the Bitcoin blockchain in China is estimated to peak in 2024 at 297 TwH and generate 130.5 million metric tons of carbon emissions. That would exceed the annual GHG of the Czech Republic and Qatar and rank in the top 10 among 182 cities and 42 industrial sectors in China. This is motiving cryptocurrency developers and central banks to move away from the energy-intensive "Proof of Work" mining approach and towards the "Proof of Stake" approach. (Nature Communications, 2021)

    Digital communities

    During the pandemic, people spent more time exploring digital spaces and interacting in digital communities. Asset ownership within those communities is a way for individuals to show their own personal investment in the community and achieve a status that often comes with additional privileges. The digital assets can also be viewed as an investment vehicle or to gain access to exclusive experiences.

    “The pillars of the music economy have always been based on three things that the artist has never had full control of. The idea of distribution is freed up. The way we are going to connect to fans in this direct to fan value prop is very interesting. The fact we can monetize it, and that money exchange, that transaction is immediate. And on a platform like S!NG we legitimately have a platform to community build…. Artists are getting a superpower.” (Raine Maida, Chief Product Officer, S!NG Singer, Our Lady Peace)

    Raine Maida, Chief Product Officer, S!NG, and Singer, Our Lady Peace.

    Listen to the Tech Insights podcast: Raine Maida's startup is an NFT app for music

    Case Study

    Situation

    Artists can create works and distribute them to a wide audience more easily than ever with the internet. Publishing a drawing or a song to a website allows it to be infinitely copied. Creators can use social media accounts and digital advertisements to build up a fan base for their work and monetize it through sales or premium-access subscriber schemes.

    Complication

    The internet's capacity for frictionless distribution is a boon and a burden for artists at the same time. Protecting copyright in a digital environment is difficult because there is no way to track a song or a picture back to its creator. This devalues the work because it can be freely exchanged by users.

    Resolution

    S!NG allows creators to mint their works with a digital token that stamps its origin to the file and tracks provenance as it is reused and adapted into other works. It uses the ERC 721 standard on the Ethereum blockchain to create its NFT tokens. They are portable files that the user can create for free on the S!NG platform and are interoperable with other digital token platforms. This enables a collaboration utility by reducing friction in using other people's works while giving proper attribution. Musicians can create mix tracks using the samples of others’ work easily and benefit from a smart-contract-based revenue structure that returns money to creators when sales are made. (Interview with Geoff Osler and Raine Maida, S!NG Executives)

    Risks and Benefits

    Benefits

    Autonomy Digital money and assets could proliferate the desire for autonomy as users have greater control over their assets (by cutting out the middlemen, democratizing access to investments, and re-claiming ownership over intangible data).
    Community Digital worlds and assets offer integrated and interoperable experiences influenced by user communities.
    Equity Digital assets allow different shareholder equity models as they grant accessible and affordable access to ownership.

    Risks

    Volatility Digital assets are prone to volatile price fluctuations. A primary reason for this is due to its perceived value relative to the fiat currency and the uncertainty around its future value.
    Security While one of the main features of blockchain-based digital assets is security, digital assets are vulnerable to breaches during the process of storing and trading assets.
    Access Access to digital marketplaces requires a steep learning curve and a base level of technical knowledge.

    What's Next

    Into the Metaverse:

    Digital tokens are finding new utility in virtual environments known as the Metaverse. Decentraland is an example of a virtual reality environment that can be accessed via a web browser. Based on the Ethereum blockchain, it's seen sales of virtual land plots for hundreds of thousands of dollars. Sotheby's is one buyer, building a digital replica of its New Bond Street gallery in London, complete with commissionaire Hans Lomuldur in avatar form to greet visitors. The gallery will showcase and sell Sotheby's digital artworks. (Artnet News, 2021)

    Bitcoin as legal tender:

    El Salvador became the first country in the world to make Bitcoin legal tender in September 2021. The government intended for this to help citizens avoid remittance fees when receiving money sent from abroad and to provide a way for citizens without bank accounts to receive payments. Digital wallet Chivo launched with technical glitches and in October a loophole that allowed “price scalping” had to be removed to stop speculators from using the app to trade for profit. El Salvador’s experiment will influence whether other countries consider using Bitcoin as legal tender. (New Scientist, 2021)

    Uncertainties

    Stolen goods at the mint:

    William Shatner complained that Twitter account @tokenizedtweets had taken his content without permission and minted tokens for sale. In doing so, he pointed out there’s no guarantee a minted digital asset is linked to the creator of the attached intellectual property.

    Decentralized vs. distributed finance:

    Will blockchain-based markets be controlled by a single platform operator or become truly open? For example, Dapper Labs centralizes the minting of NFTs on its Flow blockchain and controls sales through its markets. OpenSea allows NFTs minted elsewhere to be brought to the platform and sold.

    Supply and demand:

    Platforms need to improve the reliability of minting technology to create tokens in the future. Ethereum's network is facing more demand than it can keep up with and requires future upgrades to improve its efficiency. Other platforms that support minting tokens are also awaiting upgrades to be fully functional or have seen limited NFT projects launched on their platform.

    Intangible Value Creation Scenarios

    Determine your organization’s strategy by considering the different scenarios based on two main factors. The design decisions are made around whether digital assets are decentralized or distributed and whether the assets facilitate transactions or collections.

    A map of Intangible Value Creation scenarios with two axes representing 'Fungibility, From assets that are designed to be exchanged like currency to assets that are unique' and 'Asset Control Model, From decentralized control with open ownership to centralized control with distributed assets'. The axes split the map into quarters. 'Fungibility' ranges from 'Transactional' on the left to 'Collectible' on the right. 'Asset Control Model' ranges from 'Distributed' on top to 'Decentralized' on bottom. The top left quarter, distributed transactional, reads 'Platform-controlled digital exchanges and utility (e.g. tokens exchanged for fan experiences, central bank digital currency, S!NG).' The top right quarter, distributed collectible, reads 'Platform-controlled digital showcases and community (e.g. NBA Top Shot, Decentraland property).' The bottom left quarter, decentralized transactional, reads 'Peer-controlled digital exchanges and utility (e.g. Bitcoin).' The bottom right quarter, decentralized collectible, reads 'Peer-controlled digital showcases and community (e.g. OpenSea and Ethereum-based NFTs).'

    Recommendations

    Determine your role in the digital asset ecosystem.
    • Becoming a platform provider for digital tokens will require a minting capability to create blockchain-based assets and a marketplace for users to exchange them.
    • Issuing digital tokens to a platform through a sale will require making partnerships and marketing.
    • Investing in digital assets will require management of digital wallets and subject-matter expert analysis of the emerging markets.
    Track the implications of digital currencies.

    Track what your country’s central bank is planning for digital currency and determine if you’ll need to prepare to support it. Be informed about payment partner support for cryptocurrency and consider any complications that may introduce.

    $1 billion+ – The amount of cryptocurrency spent by consumers globally through crypto-linked Visa cards in first half of 2021. (CNBC, July 2021)

    Info-Tech Resources

    Automation as a Service

    TREND 05 | INNOVATION

    Automate business processes and access new sophisticated technology services through platform integration.

    Emerging technologies:
    Cloud platforms, APIs, Generative AI

    Introduction

    The glue for innovation

    Rapidly constructing a business model that is ready to compete in a digital economy requires continuous innovation. Application programming interfaces (APIs) can accelerate innovation by unlocking marketplaces of ready-to-use solutions to business problems and automating manual tasks to make more time for creativity. APIs facilitate a microarchitecture approach and make it possible to call upon a new capability with a few lines of code. This is not a new tool, as the first API was specified in 1951, but there were significant advances of both scale and capability in this area in 2021.

    In the past 18 months, API adoption has exploded and even industries previously considered as digital laggards are now integrating them to reinvent back-office processes. Technology platforms specializing in API management are attracting record-breaking investment. And sophisticated technology services such as artificial intelligence are being delivered by APIs.

    APIs can play a role in every company’s digital strategy, from transforming back-office processes to creating revenue as part of a platform.

    $500,000 was invested in API companies in 2016. (Forbes, May 2021)

    $2,000,000,000+ was invested in API companies in 2020. (Forbes, May 2021)

    69% of IT practitioners say digital transformation has been a high priority for their organization during the pandemic. (Info-Tech Tech Trends 2022 Survey)

    51% of developers used more APIs in 2020 than in 2019. (InsideHPC, 2021)

    71% of developers planned to use even more APIs in 2021. (InsideHPC, 2021)

    Signals

    IT practitioners indicate that digital transformation was a strong focus for their organization during the pandemic and will remain so during the period afterwards, and one-third say their organizations were “extremely focused” on digital transformation.

    When it came to shifting processes from being done manually to being completed digitally, more than half of IT practitioners say they shifted at least 21% of their processes during the past year. More than one in five say that at least 60% of their processes were shifted from manual to digital in the past year.

    3.5 trillion calls were performed on API management platform Apigee, representing a 50% increase year over year. (SiliconANGLE, 2021)

    Processes shifted from manual to digital in the past year

    A horizontal bar chart recording survey responses regarding the percent of processes that shifted from manual to digital in the past year. The horizontal axis is 'percent of survey respondents' with values from 0 to 35%. The vertical axis is 'percent of process shifted to digital' with bar labels 'Between 0 to 20%', 'Between 21 to 40%', and so on until 'Between 81 to 100%'. 20% of respondents answered '0 to 20%' of processes went digital. 28% of respondents answered '21 to 40%' of processes went digital. 30% of respondents answered '41 to 60%' of processes went digital. 15% of respondents answered '61 to 80%' of processes went digital. 7% of respondents answered '81 to 100%' of processes went digital.

    Drivers

    Covid-19

    The pandemic lockdowns pushed everyone into a remote-work scenario. With in-person interaction not an option, even more traditional businesses had to adapt to digital processes.

    Customer Expectations

    The success of digital services in the consumer space is causing expectations to rise in other areas, such as professional services. Consumers now want their health records to be portable and they want to pay their lawyer through e-transfer, not by writing a cheque. (Interview with Mik Lernout)

    Standardization

    Technology laggard industries such as legal and healthcare are recognizing the pain of working with siloed systems. New standardization efforts are driving the adoption of open APIs at a rapid rate. (Interview with Jennifer Jones, Research Director – Industry, Info-Tech Research Group)

    Risks and Benefits

    Benefits

    Speed Using a microarchitecture approach with readily available services constructed in different ways provides a faster way to get from idea to minimum-viable product.
    Intelligence Open APIs have more than ever exposed people to sophisticated AI algorithms that were in the domain of only advanced researchers just a couple years ago. Developers can integrate AI with a couple lines of code. Non-technical users can train algorithms with low-code and no-code tools (Forbes, Sept. 2021).
    Resilience If one function of a solution doesn't work, it can be easily replaced with another one available on the market and the overall experience is maintained.

    Risks

    Loss of Privacy APIs are being targeted by hackers as a way to access personal information. Recent API-related leaks affected Experian, John Deere, Clubhouse, and Peloton (VentureBeat, 2021).
    Complexity Using a decentralized approach to assemble applications means that there is no single party accountable for the solution. Different pieces can break, or oversights can go unnoticed.
    Copycats Platforms that take the approach of exposing all functions via API run the risk of having their services used by a competitor to offer the same solution but with an even better user experience.

    “When we think about what the pandemic did, we had this internal project called 'back to the future.' It kind of put the legal industry in a time machine and it kind of accelerated the legal industry 5, maybe even 10 years. A lot of the things we saw with the innovators became table stakes.” (Mik Lernout, Vice President of Product, Clio)

    Photo of Mik Lernout, Vice president of product, Clio.

    Listen to the Tech Insights podcast: Clio drives digital transformation to redefine the legal industry

    Case Study

    Situation

    The COVID-19 pandemic required the legal industry to shift to remote work. A typically change-resistant industry was now holding court hearings over videoconference, taking online payments, and collecting e-signatures on contracts. For Clio, a software-as-a-service software vendor that serves the legal industry, its client base grew and its usage increased. It previously focused on the innovators in the legal industry, but now it noticed laggards were going digital too.

    Complication

    Law firms have very different needs depending on their legal practice area (e.g. family law, corporate law, or personal injury) and what jurisdiction they operate in.

    Clients are also demanding more from their lawyers in terms of service experience. They don't want to travel to the law office to drop off a check but expect digital interactions on par with service they receive in other areas.

    Resolution

    Since its inception, Clio built its software product so that all of its functions could be called upon by an API as well. It describes its platform as the "operating system for the legal industry." Its API functions include capabilities like managing activities, billing, and contracts. External developers can submit applications to the Clio Marketplace to add new functionality. Its platform approach enables it to find solutions for its 150,000+ users. During the pandemic, Clio saw its customers rely on its APIs more than ever before. It expects this accelerated adoption to be the way of working in the future. (ProgrammableWeb, 2021; Interview with Mik Lernout)

    What's Next

    GOOGLE’S API-FIRST APPROACH:

    Google is expanding its Apigee API management platform so enterprises will be able to connect existing data and applications and access them via APIs. It's part of Google's API-first approach to digital transformation, helping enterprises with their integration challenges. The new release includes tools and a framework that's needed to integrate services in this way and includes pre-built connectors for common business apps and services such as Salesforce, Cloud SQL, MySQL, and BigQuery. (SiliconANGLE, 2021)

    Uncertainties

    API SECURITY:

    APIs represent another potential vulnerability for hackers to exploit and the rise in popularity has come with more security incidents. Companies using APIs have leaked data through APIs, with one research report on the state of API security finding that 91% of organizations have suffered an API security incident. Yet more than a quarter of firms running production APIs don’t have an API security strategy. (VentureBeat, 2021)

    For low IT maturity organizations moving onto platforms that introduce API capabilities, education is required about the consequences of creating more integrations. Platforms must bear some responsibility for monitoring for irregular activity. (Interview with Mik Lernout)

    Automation as a Service Scenarios

    Determine your organization’s platform strategy from the basis of your digital maturity – from that of a laggard to a native – and whether it involves monetized APIs vs. freely available public APIs. A strategy can include both the consumption of APIs and the creation of them.

    A map of Automation as a Service scenarios with two axes representing 'Business Model, From an open and public API to a monetized pay-for-use API' and 'Digital Maturity, From being a digital laggard to being a digital native'. The axes split the map into quarters. 'Business Model' ranges from 'Public APIs' on the left to 'Monetized APIs' on the right. 'Digital Maturity' ranges from 'Digital Native' on top to 'Digital Laggard' on bottom. The top left quarter, digital native public APIs, reads 'Platform business model that grows through adoption of free APIs (e.g. Clio).' The top right quarter, digital native monetized APIS, reads 'Platform business model with spectrum of API services including free tiers.' The bottom left quarter, digital laggard public APIs, reads 'Consume public APIs to simplify and automate business processes and improve customer experience (e.g. law firms using Clio).' The bottom right quarter, digital laggard monetized APIs, reads 'Consume paid APIs to provide customers with expanded services (e.g. retailer Lowe’s uses AccuWeather to predict supply and demand).'

    Recommendations

    Leverage APIs to connect your systems. Create a repeatable process to improve the quality, reusability, and governance of your web APIs.

    Transform your business model with digital platforms. Use the best practices of digital native enterprises and leverage your core assets to compete in a digital economy.

    Deliver sophisticated new capabilities with APIs. Develop an awareness of new services made available through API integration, such as artificial intelligence, and take advantage of them.

    4.5 billion words per day generated by the OpenAI natural language API GPT-3, just nine months after launch. (OpenAI, 2021)

    Info-Tech Resources

    Behind the design

    Inspiration provided by the golden ratio

    The golden ratio has long fascinated humans for its common occurrence in nature and inspired artists who adopted its proportions as a guiding principle for their creations. A new discovery of the golden ratio in economic cycles was published in August 2021 by Bert de Groot, et al. As the boundaries of value creation blur between physical and digital and the pace of change accelerates, these digital innovations may change our lives in many ways. But they are still bound by the context of the structure of the economy. Hear more about this surprising finding from de Groot and from this report’s designer by listening to our podcast. (Technological Forecasting and Social Change, 2021)

    “Everything happening will adapt itself into the next cycle, and that cycle is one phi distance away.” (Bert de Groot, professor of economics at Erasmus University Rotterdam)

    Photo of Bert de Groot, Professor of Economics at Erasmus University Rotterdam.

    Listen to the Tech Insights podcast: New discovery of the golden ratio in the economy

    Contributing Experts

    Vijay Sundaram
    Chief Strategy Officer, Zoho
    Photo of Vijay Sundaram, Chief Strategy Officer, Zoho.
    Jason Brommet
    Head of Modern Work and Security Business Group, Microsoft
    Photo of Jason Brommet, Head of Modern Work and Security Business Group at Microsoft.
    Steve Orrin
    Federal Chief Technology Officer, Intel
    Photo of Steve Orrin, Federal Chief Technology Officer, Intel.
    Wade Barnes
    CEO and Founder, Farmers Edge
    Photo of Wade Barnes, CEO and founder of Farmers Edge.

    Contributing Experts

    Raine Maida
    Chief Product Officer, S!NG
    Singer, Our Lady Peace
    Raine Maida, Chief Product Officer, S!NG Singer, Our Lady Peace.
    Geoff Osler
    CEO, S!NG
    Photo of Geoff Osler, CEO, S!NG.
    Mik Lernout
    Vice President of Product, Clio
    Photo of Mik Lernout, Vice President of Product, Clio.
    Bert de Groot
    Professor of Economics, Erasmus University Rotterdam
    Photo of Bert de Groot, Professor of Economics at Erasmus University Rotterdam.

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    About the research

    Tech trends survey

    As part of its research process for the 2022 Tech Trends Report, Info-Tech Research Group conducted an open online survey among its membership and wider community of professionals. The survey was fielded from August 2021 to September 2021, collecting 475 responses.

    The underlying metrics are diverse, capturing 14 countries and regions and 16 Industries.

    A geospatial chart of the world documenting the percentage of respondents from each country to Info-Tech's '2022 Tech Trends Report' Percentages are below.
    01 United States 45.3% 08 India 1.7%
    02 Canada 19.2% 09 Other (Asia) 1.7%
    03 Africa 9.3% 10 New Zealand 1.5%
    04 Other (Europe) 5.3% 11 Germany 0.8%
    05 Australia 4.2% 12 Mexico 0.4%
    06 Great Britain 3.8% 13 Netherlands 0.4%
    07 Middle East 2.9% 14 Japan 0.2%

    Industry

    01 Government 18.9%
    02 Media, Information, & Technology 12.8%
    03 Professional Services 12.8%
    04 Manufacturing 9.9%
    05 Education 8.8%
    06 Healthcare 8.2%
    07 Financial Services 7.8%
    08 Transportation & Logistics 3.4%
    09 Utilities 3.4%
    10 Insurance 2.5%
    11 Retail & Wholesale 2.5%
    12 Construction 2.3%
    13 Natural Resources 2.1%
    14 Real Estate & Property Management 1.7%
    15 Arts & Leisure 1.5%
    16 Professional Associations 1.3%

    Department

    IT (information technology) 88.2%
    Other (Department) 3.79%
    Operations 2.32%
    Research & Development 1.89%
    Sales 1.26%
    Administration 1.06%
    Finance 0.42%
    HR (Human Resources) 0.42%
    Marketing 0.42%
    Production 0.21%

    Role

    Manager 24%
    Director-level 22%
    C-level officer 19%
    VP-level 9%
    Team lead / supervisor 7%
    Owner / President / CEO 7%
    Team member 7%
    Consultant 5%
    Contractor 1%

    IT Spend

    Respondents on average spent 35 million per year on their IT budget.

    Accounting for the outlier responses – the median spend sits closer to 4.5 million per year. The highest spend on IT was within the Government, Healthcare, and Retail & Wholesale sectors.