Your management style and skills are fit to lead, shape, show, support and inspire the digital way forward.
“If your actions inspire others to dream more, learn more, do more and become more, you are a leader.” – John Quincy Adams
With the progress of digital transformation, much is expected from the IT Manager. The change of systems must start with a clear vision and strategy. The people inside and outside the IT department expect leadership. Leadership in the change of work, leadership in approaching the business, leadership in telling the story why digital transformation cannot wait any longer, leadership in “Deep Transformation” as I saw it called fittingly the other day.
For years now you follow the developments around digital transformation. Of course you have already taken the necessary steps together with the company. The changes of people and culture of your department and the entire company, that is still a challenge though. After all, as an IT Manager that was never your job. You notice at meetings that other IT managers are also struggling with the cultural change and technology adoption. They also see it as the biggest slowdown of the transformation. But within the company you notice that often you are alone in with your struggle.
Help within your company of fellow managers, HR or your supervisor helps you to express your worries, but in the end it comes down to you to realize the cultural technology change, especially within your department.
I can still remember my sense of victory when a team member – the biggest critic of my cloud strategy – defended that Cloud Strategy one day full of enthusiasm during a meeting with executives from other departments. I praised him afterwards and we talked a lot about it: I had helped him to be open to the chances of change, including the opportunities for himself. In the end, he not only became the main proponent of the change, he also helped bring the cloud program to new heights by innovating his own expertise and smart hire of supporters he found outside the company.
Wouldn’t it be nice if you too could make such a big step forward through outside help? To use previously acquired knowledge from someone else?
Hiring expertise does not have to be limited to your specialists. Your own leadership is part of the change process. Wouldn’t it be nice to get support yourself, exactly in line with your situation? By putting your own practice and your own challenges at the center and working on your own growth? After all, it surely helps that someone shows you the pitfalls, someone who has already made the steps (and the mistakes).
But is that possible?
Sure it is,
It’s called OaaS:
Ossewold as a Service.
In three steps:
1. Buy a Digital Advice Retainer Agreement (for 5, 10 or 15 days). (In the Netherlands we would call this a “Strippenkaart”)
2. Plan a free intake talk.
3. Book me for whole or half days when it suits you.
You pay for the retainer agreement in advance and it’s valid for 2 years so that we meet whenever you need help, to accelerate your own digital transformation as IT Manager, just like your team of specialists does by hiring expertise.
As a former IT Manager and now a digital advisor I visit many companies, I see many examples of how things can and should be done. But I also see how difficult it often is and the relative loneliness of the IT Manager as responsible for digital transformation. That loneliness is not necessary at all, in my opinion. You too have the right to increase knowledge by like-minded generalists.
Send me a message and we’ll talk soon.
© The linked article is from Tim Leberecht (writer, “The Business Romantic”), published on 2 August 2018 on Inc.com.