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vnewman
vnewman
1/23/2018 10:25:00 PM
User Rank
Platinum
Re: Transform Sigma CTO
@mpouraryan - wow - can you elaborate a little bit on that? Thatís certainly a process change which, like cultural change, requires a systematic approach.

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freehe
freehe
1/23/2018 10:09:50 PM
User Rank
Platinum
Re: Transform Sigma CTO
@batye. True and we see how that worked out, Google Glass, QR Codes, Laser Disc, MySpace, Netscape, AOL. Companies have to be willing to take some risks. Playing it safe will never allow for expansion or further growth.

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freehe
freehe
1/23/2018 10:03:31 PM
User Rank
Platinum
Re: Transform Sigma CTO
@afwriter, I agree. I just read an article that the most successful people in the world including millionaires and billionaires took several risks which was a key to their success. It does not a special kind of person. Type A personalities are usually not the right type of personality for a CEO position. You need a though leader, innovative, creative personality type.

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freehe
freehe
1/23/2018 10:01:19 PM
User Rank
Platinum
Re: Transform Sigma CTO
@vnewman. I totally agree. Transformation is the key to success of any company no matter what the size. So many company executives don't know how to map out a vision or lack the skills to implement one. In addition, many don't have the right employees to help transform the company which is why most CEOs last for 1-3 years.

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mpouraryan
mpouraryan
1/22/2018 12:02:02 PM
User Rank
Platinum
Re: Transform Sigma CTO
They go hand in hand no doubt--There needs to be a sense of commitment to it that can be overwhelming especially as, let's say, we're talking about potentially automating tasks.  As an Example, there is an nitiative to automate 111 (similiar to 911) calls in the US.   now that's a scary prospect--isn't it?

 

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ms.akkineni
ms.akkineni
1/21/2018 11:18:48 PM
User Rank
Platinum
Re: Transform Sigma CTO
@vnewman:

 

Absoluely, bringing special focussed talent onboard would only be contingent upon budget constraints of the company. Even otherwise companies are pulling several internal head together to frm a group that could identify areas need transformation, analyze, define, plan and set up an approach for smooth implentation.

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vnewman
vnewman
1/21/2018 10:38:32 PM
User Rank
Platinum
Re: Transform Sigma CTO
I think for now itís only the most enlightened companies who are willing to fork out the funds to bring a change management specialist or team on to the payroll. The organization is a system and within that system lies a subset of smaller systems. You need a systemic approach to change for a cultural shift to take place. Most organizations address change by using essentially a party invitation: What. When. Time. Thatís only the tip Of the iceberg.

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ms.akkineni
ms.akkineni
1/21/2018 9:26:07 PM
User Rank
Platinum
Re: Transform Sigma CTO
Ofcourse, not an easy objective.

I would think - Chnage / Transformation for an organization needs planning at two different levels. 1. Short Term chnage initiative 2. Long term Transformation

Being part of corporate, big or small, we all are aware of things that we wish to change immediately as well as in future. So any managemnet after realizing that there is a need for change, first step is to conduct surveys throughout the organization. That may give them invaluble inputs for planning in both short as well as long terms.

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mpouraryan
mpouraryan
1/21/2018 5:19:24 PM
User Rank
Platinum
Re: Transform Sigma CTO
The problem is to seew what is truly "objective" meaningful change especially, for instance, in light of the stuff that came out of #CES2018--for instance.   People seem to want to embrace the "immediate' at the expense of the long-term.  The challenge for leadership is to change that.   Not easy...isn't it?

 

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ms.akkineni
ms.akkineni
1/21/2018 3:14:07 PM
User Rank
Platinum
Re: Transform Sigma CTO
@mp:

Agreed. Gone are the times where you simply follow someone or something and be able to achieve. Certainly it helps to follow and get some learnings. But there must be some meaningful new or change clearly visible to be able to succeed or sustain thereafter.

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