Welcome to our blog, the digital brainyard to fine tune "Digital Master," innovate leadership, and reimagine the future of IT.

The magic “I” of CIO sparks many imaginations: Chief information officer, chief infrastructure officer , Chief Integration Officer, chief International officer, Chief Inspiration Officer, Chief Innovation Officer, Chief Influence Office etc. The future of CIO is entrepreneur driven, situation oriented, value-added,she or he will take many paradoxical roles: both as business strategist and technology visionary,talent master and effective communicator,savvy business enabler and relentless cost cutter, and transform the business into "Digital Master"!

The future of CIO is digital strategist, global thought leader, and talent master: leading IT to enlighten the customers; enable business success via influence.

Saturday, August 19, 2017

The New Book “Digital Boardroom: 100 Q&As” Quote Collection II

The purpose of the book “Digital Boardroom: 100 Q&As “is to share 100 insightful questions for rejuvenating the boardroom to get digital ready. It is important for boards to make invaluable inquiries and take proactive approaches for leading digital transformation seamlessly. Here is a set of quotes to convey the vision on how to build the digital ready boardroom.

22 Digital boards are the strategic advising role, they are also the “mastermind” behind the digital transformation.
23 A good digital strategy should identify the business challenges, make options, and take stepwise actions based on a clear roadmap to achieve the well-defined business goals and objectives.
24 You have to collect enough information, listen to different POVs, as everything has more than one side and you have to master them all.
25 Each functional leader owns their piece of sub-strategies, but they have to work collaboratively to ensure the cohesive strategy management.
26 In practice, even in the simplest organizations, the industrial “speed” is not homogeneous across the enterprise.
27 Organizations should both develop the updated digital practices to manage performance and the digital methodologies to unleash the business potential.
28 Accountability and oversight are all part of the game changes that boards must address.
29 The corporate board plays a significant role in making the judgment on and assurance of corporate action within a framework of practical knowledge.
30 A solution is nothing if the problem is not perceived.
31 The digital board needs to know when to push the gas pedal to accelerate the business speed, and when to push the brake to practice governance discipline.
32 To overcome the business vulnerability to changes, new competitors or a new breed of customer behaviors, digital organizations today should have a degree of variability.
33 From the boardroom to the front line, you need to believe that, the customer is the lifeline of the business.
34 The deeper you can perceive the holistic digital impact, the further you can reach the digital vision and pinnacle.
35 The corporate board can help to make an objective assessment of the maturity of digital capabilities as well as how further and how deep your digital transformation can reach.
36 It takes a lot of energy to break old habits and outdated thought processes.
37 The corporate board oversees the corporate strategy, and the business strategy is underpinned by business capabilities.
38 A digital board with high-changeability can navigate the business toward the uncharted water and drive change more confidently.
39 Digital boards should set the tone for talent development and management.
40 Create an innovative boardroom with “free atmosphere,” so directors are inquisitive to ask great, tough questions for deepening understanding.
41 The corporate boards need to focus on their own performance as well as the performance of the management team.
42 Boards need to master risk intelligence to identify both business risks and opportunities.

Timing, People, and Change Management

Change is the new normal, and the speed of change is accelerating. However, the responses to change are woefully underrated by business as keys to sustainability and success. Change Management has a very wide scope and is a relatively new area of expertise. How do you assess an organization that is ready for change? How can you measure change readiness and evaluate change outcome? Which questions shall you ask for exploring the correlation between timing, people, and change management, and how to improve Change Management effectiveness to exceed the business’s expectation?

Are your Change Management processes functioning to deliver results consistent with the strategic intent? If not, it is the TIME to change. Change shouldn’t be just a couple of random business initiative for reacting to changes. Businesses will be more successful when they realize that one of their greatest strengths will be their change capability. Change management and strategy management should go hand-in-hand. The change should be based on planning strategy; defining exactly what/where/when changes are desired, necessary, and achievable, also ascertain who are the best change leaders within the organization to help carry out and manage the changes and those who might pose as impediments to change. There is the long term mythology for big changes and the short term mythology for small changes as well. Change is always easier if you have insight and knowledge, less fear of, the unknown risks. It requires a plan and strategy, and most importantly the execution.That means if you have an adequate, logical, and systematic effort to manage change or the business transformation. You have to define the change situation and the desired result before plowing into any effort, from measured progress to critical survival. Pre-contemplation, Contemplation, decision, preparation, action, adjustment, maintenance are the logical steps in managing change scenario. Know what is an acceptable outcome, what resources the change need to leverage and how urgently to act. Make change sustainable.

Are your people acting in a way that is consistent with the business progression? If not, it’s the TIME to change. Because change needs to be sponsored from the top, but change cannot be fully controlled and managed top-down, it has to be proactively made bottom up.  Change inertia is the reality, most people have come to believe it's easier and safer to adapt to a culture rather than promote or initiate change. Walking people through the process of resistance is key. Most people are quite willing to put the effort in change. What they don't want is 'to be changed by others.' That calls out for resistance. So let them be part of the direction, speed, and way you are heading.Hence, it is also important to enable and motivate teams to select best options and provide framework or tools, helping them align all the options from teams, in order to deliver change results consistent with the strategic intent of the organization. From people management perspective, changes are best when they do not like changes. Change management as a competency needs to reside in all areas of business where change happens. Change needs to be human-centered. People should know "where you are driving them to" and "what's on it for them. Change management should make sure the people are acting in a way that is consistent with the business progress. When people feel valued they contribute significantly. Dynamic and changing organizations cannot operate with stable unchanging people.  If people are used to taking action of their own and are also responsible for it, you can move mountains.

Are your processes and people integrated to ensure a consistent ability to deliver business result? If not, it is the TIME to change. Change is an ongoing business capability underpinned by the logical process and “changeable” people integrated to ensure the smooth strategy execution.   Change purposes, methodologies, and practices should be updated and well understood, otherwise, people might lose patience, their interest fades away, and they disassociate themselves quickly. It’s important to defining and tracking business benefits delivery and the associated change in mindset and behavior, and the business’s ability to set metrics for the progress along the way is essential to keep the change momentum unabated and uplifting. It is important for creating both internal and external beliefs around how the business is a movement for enablement and improvement. Change managers need to regularly update and identify individual team members’ strengths and weaknesses, this enables timely intervention where and when challenges are identified. What underpins the change process and methodology is the genuine valuing of people. Building the expectation for the next step and commitment that will follow.

Closer to reality is that 'change' is continuously happening in the environment of a company. From change management perspective, it is critical to capture the right timing from changes, make people at the center of change, and take the logical scenario to make change more nature, less painful. The desires of stakeholders, clients, and employees are evolving naturally. Business can no longer work on the basis of static exploitation internally or externally as it has been pursued in the past. Change becomes a dynamic business capability.


Friday, August 18, 2017

The New Book “Digital Boardroom: 100 Q&As” Quote Collection I

The board composition should be synchronized with the digital perspective of the business.


The purpose of the book “Digital Boardroom: 100 Q&As “is to share 100 insightful questions for rejuvenating the boardroom to get digital ready. It is important for boards to make invaluable inquiries and take proactive approaches for leading digital transformation seamlessly. Here is a set of quotes to convey the vision on how to build the digital ready boardroom.



  1. The high-performing board shows the ability and openness to question itself and its decisions and discussions.
  2. The board’s “Deep Common Sense” leads toward “Effective Judgment.”
  3. The composition of boards should reflect approximately the profile of the company’s stakeholders, such as shareholders, employees, customers, and suppliers.
  4. The high performing board shows the ability and openness to “question itself and its decisions.”
  5. To put simply, “diversity of thoughts” should be the deciding factor the board to embrace inclusiveness.
  6. The board should set digital principles and guidelines for allowing the business to manage innovation in an effective way.
  7. The best fit for the board depends on the board’s current makeup, culture, and which “gap” needs to be filled.
  8. Asking insightful and pertinent questions is critical for governing changes at the board-level.
  9. The best fit for the board depends on the board’s current makeup and culture, as well as which gap needs to be filled.
  10. The “deep diverse” BoDs can practice independent thinking, bring the differentiated point of views, ideas, and capabilities to the table, and fulfill the board duty more effectively.
  11. The diversity along with deep knowledge of the business will allow board directors to be real “thought partners” with senior management as they consider the longer-term goals beyond quarterly earnings.
  12. The digital board’s success plan needs to be well aligned with the board composition, as well as the business's strategy evolution and digital transformation.
  13. The boardroom composition will directly impact on how they lead and which tone they will set for the entire organization to follow.
  14. The high performing board shows the ability and openness to question itself and its decisions and discussions.
  15. The high-effective board with board directors having the mixed capabilities and skills can make effective decisions in deliberation, moving the enterprise forward, ensuring the organization makes sense.
  16. One of the biggest challenges in this complex, multipolar world is the fact that we need different perspectives, different knowledge/expertise, and different ways to solve a new or old problem.
  17. BoDs direct and oversee, like the steering wheel of the business vehicle.
  18. The digital board directors assume the dual role of guidance and governance steering.
  19. The board composition should be synchronized with the digital perspective of the business.
  20. The board is responsible for ensuring an appropriate mix of skills, knowledge, and experiences are present or available for it to fulfill its function.
  21. One of the great responsibilities of the board is to make good policies and set the culture tone for the organization to compete for the future.

Three Big “Hows” to Improve Digital IT Maturity

IT leaders must grasp both the strategic “HOW” about IT potential, priority, and differentiated business advantage; and the tactical “HOW” about the IT management methodology and the next IT practices.

IT continues to grow in importance to organizations, both operationally and strategically. IT is the huge and expensive investment in most of the organizations, whether it is "planning" or "performance," "process" or "people," “Information” or “innovation” issues, IT becomes the decisive success factor for the business’s long term perspective. However, the majority of IT organizations are still getting stuck at the lower level of maturity. In practice, the CIOs shouldn't have been “overwhelmed” by the complexity of IT and uncertainty of business dynamic, Here are three big “HOWs” to improve digital IT maturity.  


How to achieve true business and IT partnership: When IT gets stuck at the lower level of maturity, it is only a support center and an order taker, IT leaders don’t have the seat at the big table, the focus of IT is to “keep the lights on” only. There is an inherent conflict if IT views its primary objective as alignment, standardization, rationalization, and consolidation, but nowadays at the era of digitalization, IT means innovation, integration, improvement, and customer delight, etc. Hence, the first big “HOW” IT leaders should ask themselves, as well as their business partners and the staff is - how to achieve true business and IT partnership. In practice, IT needs to behave more like an integral part of the business. Trust is the key, trust means how to strike the right balance upon when IT should lead, and when IT should follow; what IT can give up control, and what IT needs to control. IT can no longer feel like it has a monopoly on delivering solutions to the business. IT should feel a competitive pressure. It can drive IT to run more like business as well as understand the business strategies more comprehensively. The trust also means that IT and business can work closely to deliver business solutions with digital speed. Business often gets frustrated about the speed of IT because they can see the ease of on-demand IT service delivery and use of easily accessible IT solutions that fit some of their business needs, they see how far technology has advanced, they see the ease with which new services are deployed on-demand. Only based on trust, empathetic communication, and cross-functional collaboration, IT can become the strategic partner of the business and improve IT organization maturity.


How Should CIOs respond to endless internal customer demands for IT solutions? IT is often overloaded and understaffed, IT takes orders from the business without setting the right priority. This is the other reason that the majority of IT organizations get stuck at the lower level of maturity. A good place to start improving IT performance and maturity is by trying to get all parts of the business on the same process for proposing, justifying and prioritizing business - including IT. An integral and high-effective IT is the ultimate status for IT to deliver better fit, right-on and cost-effective solutions, even you cannot fulfill all business’s demands, but you deliver what you promise, and you do what is best fit for business’s strategy and goals. IT is not always following the order but acts as the trusted business partner to provide an alternative solution to business problems more effectively. If people see IT as part of the same process, getting critical stuff done now, having to defer some, just like them, that goes a long way to gain credibility when it comes to arguing that the surprise new thing will impact the company’s agreed priorities. IT has to work more closely and strategically with the business for achieving the common business goals and delivering higher-than-expected business performance.


How can IT catalyze business growth: To move up IT management maturity, it has to transform from a cost center to a business innovator and the business growth catalyzer. IT is not only supporting the business goals, IT helps the company win businesses. There should also be strong interaction between other business functional leaders and IT leaders and their teams with feedback mechanisms and willingness to find solutions that can support both the business need and build any ROI required to justify the business case. IT manages the life blood of the business -information, and it helps to refine information into the business insight which further leads to business innovation. The real-time business insight creates the differentiated value proposition for moving your prospects to become your customers and improving customer satisfaction and retention. IT is one of the most critical components in building unique business competency and the long term organizational advantage. At the digital era with “VUCA” characteristics, running IT as an innovation engine can often open out ideas since the business will be identifying the business pains, and figure out the tailored solutions that IT can drive. It is also important to measure and validate the ROI. Make sure the executive team first understands what it needs to drive future business growth, and put the framework in place to map the strategic objectives into KPIs and then determine what IT investments will accelerate the changes and enable the business growth you want to see in your KPIs.


IT leaders must grasp both the strategic “HOW” about IT potential, priority, and differentiated business advantage; and the tactical “HOW” about the IT management methodology and the next IT practices. Optimization of business technology should not be the be-all and end-all at the expense of the health of the overall organization. IT maturity should be proportional to the overall business maturity. And IT is the business’s long-term advantage.

Thursday, August 17, 2017

The Weekly Insight of the “Future of CIO” 8/19/2017

Blogging is not about writing, but about thinking, brainstorming, innovating and sharing.
The “Future of CIO” Blog has reached 2 million page views with 3900+ blog posting in 59+ different categories of leadership, management, strategy, digitalization, change/talent, etc. The content richness is not for its own sake, but to convey the vision and share the wisdom. Here is the weekly insight about digital leadership, IT Management, and Talent Management.

  The Weekly Insight of the “Future of CIO” 8/19/2017
  • CIOs as Chief Innovation Officer: Five Types of Innovators to Accelerate Digital Innovation Innovation is about future, without it, you lose sight of tomorrow. Innovation is an exceptional, exclusive, and realistic idea that separates you from others without a second thought. Do innovators belong to rare breed or they are among us and within us? More often than not, innovation is the teamwork, the different strengths and complementary skills of innovators can develop the business’s innovation capability and capacity, and improve the overall innovation success rate. CIOs as “Chief Innovation Officer,” can you identify innovators and manage innovation effectively?

  • The New Book “Digital Boardroom: 100 Q&As” Chapter 2 Introduction: The Digital Board’s Digital Inquiries: Digital is about the accelerating speed of changes and abundance of information. The board needs to retain the ability to capture immediate and future opportunities which will enhance their shareholders’ benefits. To lead effectively, the board needs to be able to leverage diverse viewpoints via listening, brainstorming, and questioning, make effective decisions via critical thinking, independent thinking, strategic thinking, and system thinking, and become the “mastermind” behind the digital transformation. Here is a set of the digital board’s digital inquiries.


  • CIOs as “Chief Improvement Officer” How to Run Digital IT Exceeding Business Expectations: Information is permeating into every corner of the business, and technology is an important component of almost all key business processes. But more often, there are discrepancies on how IT perceives itself and how the business perceives IT. In order to improve IT performance, IT leaders should collect the feedback from different business stakeholders. Suggestions would be to ask superiors, customers, and other stakeholders what their expectations are of you, and whether or not you meet these expectations. Because different groups of stakeholders have different perspectives on how IT is doing and how IT can help them succeed. CIOs as “Chief Improvement Officer”: How to run digital IT exceeding business expectations?


  • Running IT as an Innovative Problem Solver and a Relentless Change Agent  IT is at an inflection point to speed up digital transformation, modern IT organizations need to be the explorer for stepping into the deep, deep digital normality with the abundance of information and the sea of changes. Forward-looking CIOs express a need to free up their staff from commodity activities to spend more time on strategic or innovative business initiatives. For IT to break the old cycle, and transform from the ‘weakest link," to the superglue of the business, it has to provide business stakeholders technological insight into how they bring success to the company as a whole instead of being a commodity overcoming the cost center reputation. Digital IT leaders today should practice paradoxical thinking to strike the right balance, drive changes, and solve business problems effectively.  

  • The Monthly Foresight: Decipher the Creative Digital WOrkplace and Workforce  Aug. 2017 The effects of an increasingly digitalized world are now reaching into every corner of businesses and every aspect of organizations. Digital is the age of creativity and innovation, creativity is the most wanted trait for digital leaders and professionals today, and innovation is the light every organization is pursuing. Which themes shall you set to advocate digital transformation? What are your practices for building a hyper connected and ever-evolving digital business ecosystem?

Blogging is not about writing, but about thinking and innovating the new ideas; it’s not just about WHAT to say, but about WHY to say, and HOW to say it. It reflects the color and shade of your thought patterns, and it indicates the peaks and curves of your thinking waves. Unlike pure entertainment, quality and professional content takes time for digesting, contemplation and engaging, and therefore, it takes the time to attract the "hungry minds" and the "deep souls." It’s the journey to amplify diverse voices and deepen digital footprints, and it's the way to harness your innovative spirit.

The New Book “Digital Boardroom: 100 Q&As” Conclusion: Build an Inquisitive Digital Board

Digital board directors are independent thinkers, unbiased communicators, wise advisors, flexible facilitators, and global leaders these days.

Organizations today have to live up with the business dynamic which is uncertain, ambiguous, complex and flux. The board of directors as the de facto guardian of modern organizations has an important role to play in steering the organization toward the uncharted water and blurring business territories. To improve directorship effectiveness, the corporate directors are senior leaders, shall they ask or answer questions? How shall they ask good and pertinent questions for governing changes and driving digital transformation? And how to build an inquisitive digital board to get digital ready?


An inquisitive board sets the tone for building the culture of innovation: Asking the right questions helps to validate how thoroughly and deeply the board is thinking on a particular issue, avoids group thinking and sets the tone for building the culture of innovation. Because the great questions lead to creative problem-solving and innovative solutions, it challenges conventional thinking, removes negative self-talk; great open questions stimulate proactive interactions no matter what is the situation, eliminates blind spots and leverages intuitive listening to capture the important information for decision-making.


An inquisitive board is composed of exceptional board directors with high-intellectual curiosity: This inquisitive board directors present strong digital leadership traits such as critical thinking, creativity, influence, and digital fluency. They practice directorship based on the breadth of business knowledge and in-depth expertise of their domain, help to connect the wider dots and accelerate digital transformation.


An inquisitive board presents the right dose of skepticism and provides valuable outlier’s perspective: Digital board directors are independent thinkers, unbiased communicators, wise advisors, flexible facilitators, and global leaders these days. Knowledge is important, but more than that is complete awareness of what is happening in the context, and be skeptical of “we always do things like that,” mentality. The exceptional board directors also have strong innovation skills to deal with situations that they have not dealt with before and possess the confidence and the experience to set the entrepreneurial or intrapreneurial spirit of growth and change.



There is the time to ask, and there is the time to answer. In the face of vast areas of unknowns, digital board directors are the mastermind and social influencer for advocating innovation and catalyzing digital transformation.

The "Digital Boardroom: 100 Q&As" Slideshare Presentation

The "Digital IT: 100 Q&As" B& N Order Link

The "Digital IT: 100 Q&As" Lulu Order Link

The "Digital Boardroom: 100 Q&As" Introduction

The "Digital Boardroom: 100 Q&As" Chapter 1 Introduction: The Digital Board's Composition Inquiries

The "Digital Boardroom: 100 Q&As" Chapter II Introduction: The Digital Board's Digital Inquiries

The "Digital Boardroom: 100 Q&As": Chapter III Introduction: The Digital Board's Strategy Inquiries

The "Digital Boardroom: 100 Q&As" Chapter IV Introduction: The Digital Board's IT Inquiries

The "Digital Boardroom: 100 Q&As" Chapter V Introduction: The Digital Board's Leadership Inquiries

A “Structural CIO”: How to Manage IT Systematically

The “structural CIOs” can practice scientific engineering disciplines and take systematical approaches to manage an insightful IT organization.

Information becomes omnipresent and technology is the disruptive force behind the digital transformation. In modern society, computation has become one of the most important disciplines of the science, this is because it is the science of how machines can be made to carry out intellectual processes and capabilities. IT is an engineering discipline, as always, but adding more enriched digital context for the paradigm shift. Hence, an effective CIO’s job is to take the structural approach to improve operations via reducing the waste and burden on the company, improving systems, streamlining processes and providing continually expanding business solutions while trying to stay current and riding the learning curve with ever-changing technologies. Though one of the most magic titles of the CIO is “Chief Innovation Officer,” today’s modern CIOs are also the “structural CIOs” who can manage changes & innovation systematically, and accelerate digital transformation in a structural way.


Structural thinking processes: Due to the complex nature of technology and shortened knowledge life cycle, CIOs today must be able to apply multidimensional thinking and practice engineering discipline for either making effective decisions or improving IT management maturity. The CIO’s structured thinking processes are the things they bring to the table for solving complex business problems. Because engineering practice requiring systematic thinking and stepwise problem-solving skills. Hence, digital CIOs are specialized generalists who need to both have a bigger picture perspective as well as technical understanding, they need to have a clear technological vision, and have genuine empathy with the users of technology and end customers as well. in order to improve IT manageability. A structural thinking process often includes a cohesive set of multidimensional thought processes such as logical thinking, analysis & synthesis, critical thinking, systems thinking skills, etc, so IT leaders can absorb information, refine knowledge, capture insight, and abstract wisdom effortlessly. It enables digital IT leaders understanding the interconnectivity between parts and the whole, and interdependence of the digital business ecosystem. So, they not only know how to break down the large problems into small pieces but also master on how to integrate the small pieces into the holistic perspectives without enlarging the gaps or causing too many side effects. IT is in the unique position to have an oversight of the underlying business functions and processes. Thus, a “structural CIO” can have profound insight on how IT can bridge IT-business gaps, improve business processes and integrate businesses to ensure the seamless business execution.


Structural IT management disciplines: IT Engineering practices and disciplines require structural approaches and problem-solving capabilities. With engineering as science, different people specify requirements/design you get the same results, and different people read the resulting specifications you get the same explanation. If idea creation is more art than science, and then the nature of how the "implementation of the idea has to follow a logical path for the solution,” and it provides a great opportunity for IT to shine based on its scientific discipline. It takes a structural approach for enhancing IT business relationship, doing alignment, collaboration, integration, and optimization, etc. Either unpuzzling innovation or overcoming IT complexity requires IT and the business working as a collaborative team, this is especially important in today’s digital dynamic in which technologies are continuing to experience dramatic change at an accelerated pace, driving the role of IT to become increasingly more complex and challenging. From IT management perspective, digital leaders need to present the “know-how” technical understanding and take the structural approach to getting better solutions through asking big WHY, peeling back the layers to find the root cause and address it systematically


A structural approach to managing people: With increasing speed of changes and continuous disruptions, organizations must focus on building people-centric business via leveraging the emergent digital pipelines for recruiting, communicating, innovating, and collaborating. The key differentiator between high performance IT and average IT is people. It is important to take a structural approach to integrate talent management/performance management/culture management/change management/knowledge management to a holistic people management solution. To run a people-centric, insightful digital organization, you need to utilize technology and manage information life cycle in a structural way. The strategic and structural workforce planning is a responsibility of all functions in the organization, which requires cross-functional collaboration between executive team, managers, finance, marketing, IT and others.


The “structural CIOs” are neither too rigid to stifle innovation, nor too static to adapt to changes. They can practice scientific engineering disciplines and take systematical approaches to manage an insightful IT organization in driving business awareness, gaining contextual intelligence, sensing opportunities, predicting risks, achieving the high-performance business result and maximizing the digital potential of the business.



Wednesday, August 16, 2017

The Monthly "Digital IT: 100 Q&As" Book Tuning: How to Bridge IT-Business Gaps Aug., 2017

Debating is not for stimulating conflicts, but for brainstorming better ways to do things.

Due to the changing nature of technology, IT leadership role also continues to involve & shift the focus, to move up the maturity level. More and more CIOs are requested to take more responsibility and many CIOs present the breadth of leadership competency. The proactive IT debates help IT leaders to brainstorm innovative and better ways to do things and improve management capabilities. Here is the monthly “Digital IT: 100 Q&As” book tuning with a set of blogs to brainstorm how to bridge IT-business gaps.

"Digital IT: 100 Q&As" Book Tuning: How to Bridge IT-Business Gaps Aug. 2017

  • CIOs as “Chief Improvement Officer” How to Run Digital IT Exceeding Business Expectations? Information is permeating into every corner of the business, and technology is an important component of almost all key business processes. But more often, there are discrepancies on how IT perceives itself and how the business perceives IT. In order to improve IT performance, IT leaders should collect the feedback from different business stakeholders. Suggestions would be to ask superiors, customers, and other stakeholders what their expectations are of you, and whether or not you meet these expectations. Because different groups of stakeholders have different perspectives on how IT is doing and how IT can help them succeed. CIOs as “Chief Improvement Officer”: How to run digital IT exceeding business expectations?


  • Is Business & IT Gap ‘Artificial’?  The “gap” between business and IT is always a hot debate, and the conclusion is also controversial, some say, the gap is definitely shrinking, as IT is gradually becoming engrained into every aspect of business these days due to internet, technology developments etc. The clear cut divide that used to be there between IT and business in the olden days is vanishing fast; the opposite opinion is that indeed the gap is deepened because the “shadow IT”-business bypassing IT oversight to order SAAS service on their own, causes serious governance issue and communication gaps?

  • How to Rebuild Trust between IT and Business? IT plays an unprecedented role in modern organizations today, information is the lifeblood of business; and digital technology is often the innovation disruptor. However, there is still a lack of trust relationship between business-IT, within IT or between IT and vendors. Is it because most of the businesses still perceive their IT organizations as a cost center or help desk, rarely invite IT to the big table to co-create strategy? Is it because IT speaks the technology jargons the business doesn’t understand, or IT plays as a gatekeeper, not an enabler for taking advantage of the latest digital technology trend. Is it also because nowadays technology vendors walk around IT to directly sell their SaaS solutions to the business functions? What are some effective ways to build/rebuild trust in the IT organization? What are the considerations for the non-IT organizations to gain the trust from IT? What are the considerations for a service provider to gain the trust of IT organizations?


  • What does Business Expect from IT? High-performing IT is leading with empathy, to understand business customers' frustration and pressure points from their perspective and find a way to move the business issues forward in a way that is advantageous to the entire enterprise. First of all, what does business expect from IT?

The “Future of CIO” Blog has reached 2 million page views with 3900+ blog posting in 59+ different categories of leadership, management, strategy, digitalization, change/talent, etc. blog posting. The content richness is not for its own sake, but to convey the vision and share the wisdom. Blogging is not about writing, but about thinking and innovating the new ideas; it’s not just about WHAT to say, but about WHY to say, and HOW to say it. It reflects the color and shade of your thought patterns, and it indicates the peaks and curves of your thinking waves. Unlike pure entertainment, quality and professional content takes time for digesting, contemplation and engaging, and therefore, it takes the time to attract the "hungry minds" and the "deep souls." It’s the journey to amplify diverse voices and deepen digital footprints, and it's the way to harness your innovative spirit.