Veeru Tej Macha
Discuss the value proposition in investing in IT Leadership development:
It is carefully constructed as part of their business strategy; because the heads of many business sectors recognize the importance of a value proposition. It can generate benefits for the customer; because the value proposition can be defined as a promise made by the business entity to its customer to serve a set of values. It can create a differential in the decision process of the customer for the purchase of the product offered by this organization compared to its competitors; because it can also be defined as the set of experiences. We can say that it is a promise of value that is delivered by the organization to its customers over its rivals. The value proposition is the reason for the existence of a business; it is the reason to be chosen over its rivals or competitors. The value proposition of a company is included in its mission statement. If a company is unable to communicate its values to customers and tell customers why they should choose them and why they should pay their business, then they will be completely removed from the supply chain. To establish a value proposition with a differentiated position across selected dimensions of customer value, boards and executive teams must thoroughly understand the organizationâ€™s current position in the market. This understanding can be achieved through a comprehensive position assessment, which includes analytics related to the market (e.g., demographics, use rate trends, payer market characteristics, and competitor analysis), operations (e.g., access, cost and quality positions, and service distribution), customers (e.g., segmentation, satisfaction experience, and demand elasticity) and financial strength (e.g., credit profile, debt capacity, and capital position) (Rouse, 2019).
What do you consider are the qualities of good IT Leadership?
Great leaders find the balance between foresight, performance, and character. They have a vision, courage, integrity, humility, and concentration, as well as the ability to plan strategically and to catalyze cooperation between their teams. A good leader has a futuristic vision and knows how to turn his ideas into real success stories. To become a good leader, you must have all these qualities but if you lack some of these qualities, then you might struggle to make the mark in the world of leadership. That is where your commitment, passion, empathy, honesty, and integrity come into play. Good communication skills and decision-making capabilities also play a vital role in the success and failure of a leader. Lastly, innovation and creative thinking, as well as the futuristic vision, are a couple of key traits which make a leader stand out. Another important trait that the best leaders strive to perfect is the ability to speak effectively and persuasively. The most important contribution you can make to your company is to be a leader, accept responsibility for results, and dare to go forward. Leaders have the ability to anticipate trends, well in advance of their competitors. The predominant quality of great leaders is that they think about the future most of the time and are outstanding at strategic planning. Itâ€™s another one of the more important leadership strengths. They have the ability to look ahead, to anticipate with some accuracy where the industry and the markets are going. The qualities of good IT Leadership are honesty and integrity, confidence, inspire others, commitment and passion, good communicator, decision-making capabilities, accountability, delegation and empowerment, creativity and innovation, and empathy (Hasan, 2017).
Hasan, S. (2017). Top 10 Leadership Qualities That Make Good Leaders. Retrieved from, https://blog.taskque.com/characteristics-good-leaders/
Rouse, M. (2019). Value proposition. Retrieved from, https://searchcio.techtarget.com/definition/value-proposition-VP
One needs to articulate the value proposition by understanding what is value? Value is different for different organizations and can be described differently depending on the needs and goals of organizations. Therefore, it is imperative that organizations understand the term value and use leadership develop programs to clearly describe and also agree on value. Basically, organizations could say they have achieved value if they have improved teamwork, innovations and alignment with the business strategy, improved teamwork and collaboration sharing, reduced risk, improved performance and so much more (McKeen & Smith, 2015). When value is understood metrics can be used to measure performance of leadership initiatives. Who will deliver value? Organizations need to give roles and responsibilities to HR and IT to ensure that each of them works towards delivering value. IT leadership should create a supporting environment where staff can easily deliver value. When will value be realized? Leadership needs to have short goals and long term goals. It is important to establish when this goals will be met and leadership initiatives come in to ensure that these goals are met. How will value be delivered? Once an organization fully understands its goals and objectives with its leadership program it will be easy for it to design programs that will help in delivering value.
Qualities of IT leadership
Personal mastery is a good IT leadership quality which deals with the behavior of an IT leader as it will dictate how they will respond to a given situation (McKeen & Smith, 2015). It leaders need to be self-aware and self- knowledgeable to enable them manage their staff and make good decisions. They need to have the required qualities in them that will enable them have integrity both within the department and outside the department.
Leadership skill mastery that includes ability to motivate, team build, enhance collaboration, risk assessment, solve problems, coach and mentor. This skill is important as it will enable an IT leader manage staff and make good decisions.
Business understanding- IT leaders should have a strategic vision where he or she understands how the organization operates. This is important as it will enable them apply strategic visions to their processes and meet the enterprise wide goal.
Create a supportive working environment- They need to be able to create a conducive environment for their staff to work in. It is important for a leader to always motivate the workers as this will ensure that they are productive within the organization (McKeen & Smith, 2015). They should create an environment based on trust, empowerment and motivation to ensure their employees do as is required of them.
Effective use of resources is another quality that an IT leader should poses. The need to use scarce resources and allocate these resources towards achieving an organizations objectives is critical (McKeen & Smith, 2015). They need to understand when resources can be used and when it is not necessary to use resources.
Flexibility of approach whereby an IT leader knows when to use his leadership skills and when to know where certain skills and behaviors are required.
Ability to gain the business attention is another quality that an IT leader needs to have (McKeen & Smith, 2015). They should be able to interact with the business and know how to bring value to the business as it is an important aspect of IT leadership.
McKeen, J. D., & Smith, H. A. (2015). IT Strategy: Issues and Practices, Global Edition. New York, NY: Pearson Higher Ed.
Siva Krishna Vasireddy
In the present day, most companies have their shared services just like the worldwide delivery centre. Building shared services begins with a concrete foundation. For an effective creation of shared services, a team should be built. There is no change that can take place without a qualified team that comprises of shareholders and experts that are from the organization. First, create a road map. You should have buy-in from the senior administration, then form a rule for shared services that map out the phases of the change evidently (Bangemann, 2017). There should be an investment in management change. There is task doubt in individual pockets of the company, whereas at the same moment, shared service company workers abroad might be struggling to get up to speed (Bangemann, 2017). The organizations that are not investing in change management including investing in managing difficult change in the sections that are providing roles and in the states where the roles are being added, can be hurting (Bangemann, 2017).
For the effective creation of shared services, the company should not bank all its savings. It is advisable to report some of the savings. Some of the savings should also be invested in technology that will require being more cultured as the native operations become international (Bangemann, 2017). Processes should also be fixed. Decreasing the capacity of broken processes that are channelled into shared services can save losses. Some companies have also transferred work to shared services in order to save costs, and even the part of the savings is used to fix the process. The processes should be fixed and automated (Bangemann, 2017).
The company should not fire the employees who are possessing domain expertise or who have a better understanding of the business operations and have links to great decision makers. Retaining an organization is essential because it leads to good business results. Additionally, the number of handoffs should not be increased (Bangemann, 2017). With the number of individuals dealing with transactions increases, the chances of shared service failing are high. Suppose the amount of handoffs increases with shared services execution; client service will hurt. Lastly, the company should focus on how to manage risks. It is essential to ensure that the organizationâ€™s services execution is not exposing the company into risks (Bangemann, 2017).
Bangemann, T. O. (2017). Shared services versus outsourcing. In Shared Services in Finance and Accounting (pp. 34-36). Routledge.
Recommendation for creating an active shared service
Shared service is the solidification of business activities that are utilized by different departments of the same company. Share service is cost-proficient because they concentrate on back-office activities that are being used by various divisions of a similar organization and reduce redundancy (Specey, 2016). A slow transition to joint services may cause a loss of momentum after a decision has been reached.
To create an active shared service, there should not be miscommunication between management and employees. There should be a flow of communication between different departments. The organization should ensure the availability of the resource to avoid the conflict between employees (McKeen & Smith, 2017). There can be moves also where the schedule openings are set for the people for which they can get to the funds without anybody’s obstruction. Retaining staff with domain expertise, business, or technical knowledge and links to crucial business representatives in the related countries and regions and a corporate bureau is essential (Rouse, 2012). Together with the shared service, the retained organization should provide better business results. Senior management should generally be visible face-to-face at a standard service location at the beginning of the transition at least once a month. The roles of people can be periodically diminished when the change is almost through. Excellent video-conferencing facilities can contribute to reducing meetings frequency, but the interaction between people is essential (Specey, 2016).
McKeen, J. D., & Smith, H. (2017). IT strategy: issues and practices.
Rouse, M. (2012, March 7). What is shared services? – Definition from WhatIs.com. Retrieved January 29, 2020, from https://searchcio.techtarget.com/definition/Shared-services
Specey, J. (2016, December 16). 8 Examples of Shared Services. Retrieved January 29, 2020, from https://simplicable.com/new/shared-services