The Weekly Insight of the “Future of CIO” 3/11/2016

The “Future of CIO” Blog has reached 1.3 million page views with 2600+ 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”  3/11/2016
How to Build a Real Agile Organization: Many organizations are doing Agile - applying Agile methodologies and practices to develop software, but very few organizations are being agile - following Agile principles and philosophy to run an agile organization. An agile organization is one that is open to change and can adapt readily when change is needed. Agile is a mindset which drives strategic and tactical decisions to achieve goals with a set of agile guidelines. But what characteristics determine whether organizations are truly agile or just calling themselves agile? is there any way to measure “agility” of an organization, and how to build a real Agile organization?
Running IT as a Business Optimizer IT is the spinal cord for the organization, integrating various functional capabilities to bring out technology-enabled business solutions, motivating the IT team to constantly deliver multidimensional IT values. Today's organizations have to continue to keep digital fit to adapt to changes with increasing speed. So how to run IT as a business optimizer for improving business efficiency, enhancing innovation, harness agility, build resilience, and ultimately achieve high-performing business expectation?
Boomers, X, Y, and Z Generations: Many company workforce spans three or even four generations—Baby Boomers, Generation X, and Y (Millennials) and Z: each with different leadership, communication, working, and learning styles, and their mindsets are shaped by the environment in which they grew up, the historical events they experienced, the technologies they played with at the certain era, the media they followed, or the particular challenges they overcome. Hence, each generation is defined by a set of stereotypes, and in fact, that different ages and worldviews learn differently and through different media and methods. So how can digital professionals belonging to different generations learn from each other to advocate the most advanced thinking, ideas, and viewpoint from a different perspective in order to lead their organizations, and fundamentally our society to the next level? How can they work together harmoniously by respecting what each brings, ideally, works for the overall goals of the company as well as fulfill their own career goal and purpose?
Three Questions to Assess a Person’s Intellectual Curiosity: Leadership debate is never ending. the leadership impact for the business is just like the light on the road when you drive in the dark. What’s the cause and effect of poor leadership? What’s the biggest negative or most serious impact on employees when leadership is poor?
The Cause and Effect of Poor Leadership: The substance of leadership never changes, it’s all about future and change, innovation and progression. Either past, today or future, there's no magic formula for leadership effectiveness, because every era has its own opportunities and risks. It is the leap day today, but what're the emergent digital leadership trend, and how to leap digital leadership to achieve the next level of leadership maturity in the leap year and beyond?
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