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Tuesday's Tip: Apply For A SuperNova Award - Recognize Leaders In Digital Business

Tuesday's Tip: Apply For A SuperNova Award - Recognize Leaders In Digital Business

Nominate A Pioneer Or Leader Driving Business Change

Supernova winners

Every year the Constellation SuperNova Awards recognize eight individuals for their leadership in digital business. Nominate yourself or someone you know by August 7, 2015.

The SuperNova Awards honor leaders that demonstrate excellence in the application and adoption of new and emerging technologies.
In its fifth year, the Constellation SuperNova Awards will recognize eight individuals who demonstrate true leadership in digital business through their application and adoption of new and emerging technologies. We’re searching for leaders and teams who have innovatively applied disruptive technolgies to their business models as a means of adapting to the rapidly-changing digital business environment. Special emphasis will be given to projects that seek to redefine how the enterprise uses technology on a large scale.

We’re searching for the boldest, most transformative technology projects out there. Apply for a SuperNova Award by filling out the application here:

Apply Here

SuperNova Award Categories

Our eight categories reflect the business themes Constellation Research analysts cover for our clients.

• Consumerization of IT & The New C-Suite – The Enterprise embraces consumer tech, and perfects it.
•  Data to Decisions – Using data to make informed business decisions.
•  Digital Marketing Transformation – Put away that megaphone. Marketing in the digital age requires a new approach.
•  Future of Work – The processes and technologies addressing the rapidly shifting work paradigm.
•  Matrix Commerce – Commerce responds to changing realities from the supply chain to the storefront.
•  Next Generation Customer Experience – Customers in the digital age demand seamless service throughout all lifecycle stages and across all channels.
•  Safety and Privacy – Not ‘security’. Safety and Privacy is the art and science of the art and science of protecting information assets, including your most important assets: your people.
•  Technology Optimization & Innovation – Innovative methods to balance innovation and budget requirements.

5 reasons to apply for a SuperNova Award:

• Exposure to the SuperNova Award judges, comprised of the top influencers in enterprise technology
• Case study highlighting the achievements of the winners written by Constellation analysts
• Complimentary admission to the SuperNova Award Gala Dinner and Constellation’s Connected Enterprise for all finalists
(November 4-6, 2015) lodging and travel not included
• One year unlimited access to Constellation’s research library
• Winners featured in Constellation’s blog and weekly newsletter

Learn more about the SuperNova Awards.

What to expect when applying for a SuperNova Award. Tips and sample application.

 

Data to Decisions Digital Safety, Privacy & Cybersecurity Future of Work Marketing Transformation Matrix Commerce New C-Suite Next-Generation Customer Experience Tech Optimization Innovation & Product-led Growth AR Executive Events Leadership Chief Customer Officer Chief Digital Officer Chief Executive Officer Chief Financial Officer Chief Information Officer Chief Marketing Officer Chief People Officer Chief Procurement Officer Chief Supply Chain Officer Chief Experience Officer

Nominate your CMO for a SuperNova Award

Nominate your CMO for a SuperNova Award

Honor your organization's CMO or innovative business leader by nominating them for a SuperNova Award. The SuperNova Awards honor leaders that demonstrate excellence in the application and adoption of new and emerging technologies. 

The application deadline is August 7, 2015. 

Apply for a SuperNova Award by filling out the application here: 

APPLY NOW


Lynn Hemans Taco BellSuperNova Award Winner: Lynn Hemans, Director, Industry & Competitive Insights, Taco Bell

Lynn Hemans oversaw an integrated Twitter campaign to drive customer engagement and derive insights from social actions during the launch of Taco Bell's most successful product--the Doritos Locos Taco. The campaign produced insights on which Taco Bell could easily act, and created an avenue for enthusiastic customers to interact directly with the brand and other enthusiastic customers. The actionable insights combined with the social campaign created viral buzz for the product. Upon its launch, Taco Bell sold 200m+ Doritos Locos Tacos in six months.

Prior to the successful launch of Hemans' 'Insights Drive Tactics' campaign in 2012, little emphasis was placed on customer engagement via social. The success of the campaign highlights the need for constant innovation where customer engagement is involved. Successful marketing officers constantly seek out and engage with customers.  

Lynn Hemans won the 2012 SuperNova Award for Next Generation Customer Experience.


 

5 reasons to apply for a SuperNova Award:

Learn more about the SuperNova Awards. 

What to expect when applying for a SuperNova Award. Tips and sample application.  

 


Data to Decisions Digital Safety, Privacy & Cybersecurity Future of Work Marketing Transformation Matrix Commerce New C-Suite Next-Generation Customer Experience Tech Optimization Innovation & Product-led Growth Chief Customer Officer Chief Digital Officer Chief Executive Officer Chief Financial Officer Chief Information Officer Chief Marketing Officer Chief People Officer Chief Procurement Officer Chief Supply Chain Officer

Duck Intelligence, Think Wisdom

Duck Intelligence, Think Wisdom

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I have exercised my systems of patience, after using my systems of reading to dive into the blog and research published (sorry, posted using their systems of writing, editing, and publication) by Forrester recently.

I had to use my patience not to react using what my daughters call my “catch phrase” — Aw, come on!!

Seriously – is everything becoming a system now? I groaned at the birth of Systems of Engagement (possibly as a potential alter-ego to the forever-there-but-never-named-so systems of record… AKA CRM).  Downright exploded and made my feelings known at the “systems of intelligence” (aka analytics).  But this is where I feel I have to put down my proverbial foot and say enough is enough.

Just like not everything in this world is a platform or part of an ecosystem (as necessary as those are, you cannot turn a 20-year old solution into a “knowledge management platform” just by hiring a new VP of Marketing), not everything in this world is becoming a “system of” something.

In this case, the problem is that the marketing hype surrounding the concept of wisdom (and the rush to be the first one to coin a term – well done, Forrester — you win that one… yay) is clouding a reality.

Knowledge Management is no longer sufficient to power organizations’ quest for business transformation.

We have been trying for over 50 years to manage knowledge with different degrees of success.  We created technology, processes, even a culture of knowledge that was supposed to ensure organizations could corral, manage, and reuse knowledge at the drop of a hat in any instance, at any time, via any channel, integrated into any technology.

Needless to say, it hasn’t happened.  I wrote plenty about this (look at the my downloads page and read some of the series of blog posts I did – or search knowledge management on my blog) and the need to alter the model of knowledge management.  I am a big pusher for knowledge-in-use and communities and try to stay away from knowledge repositories – although I know that virtually no one is following me there…

The recent changes to technologies, information management (which i covered in my last business transformation update), speed of change, and societal changes induced by communities (no, not powered by vendors – more and more people flocking to communities) have made the traditional knowledge-in-storage model almost unsustainable.

Indeed, collecting knowledge for (maybe) later use is no longer feasible for organizations.  While the current systems will continue powering that model for another 2-3 years (up to a decade in some cases) I am seeing a need and demand for something more useful.

Powered by “Systems of Intelligence” (analytics), “Systems of Insight” (seriously?), and more importantly by the failure rate associated with traditional KM implementations in organizations my clients are asking to bypass the concept of KM and instead focus on wisdom.

Before you start screaming, I am not using wisdom in the same way that Webster defines it – but as a model for applied knowledge.  Got a better word? bring it – comment box is below.

Wisdom is what happens when you use knowledge – and what we always wanted our KM systems to do.  It is not just to store an article with an answer, but it is to know how that answer is applied, when does it work, when it doesn’t, and how to find the ancillary information necessary to make it work in the latter.  Not by simply starting a new query – but by associating all the wisdom surrounding that answer (in real time, mind you – as things are changing quite rapidly these days) from all the relevant SME (subject matter experts) regardless of where they are and what they are doing.

There is an old phrase – knowledge is understanding that tomatoes are fruits.  Wisdom is understanding that they shouldn’t go into a fruit salad.

That is likely the easier way to explain the difference.  Or to go back to my title… as odd as it is.

Knowledge is understanding that ducks are unlikely to be a source of wisdom.  Wisdom is to know I wrote that title on my iPhone and autocorrect changed it.

Waddle on to the comments below and let me know what you think… are we ready for some wisdom?

Next-Generation Customer Experience Chief Customer Officer Chief Information Officer

The Re-Positioning of the Major Technology Vendors will be followed by the IT Department having to Re-Position

The Re-Positioning of the Major Technology Vendors will be followed by the IT Department having to Re-Position

As the technology wave relentless refocuses attention around Internet based technologies all of the current leading Technology Vendors have moved to reposition their products and capabilities. The resulting re alignments will also have to apply to IT departments to ensure that they are similarly aligned to both these new product sets, but most of all to the new Enterprise Business internal redesign of operations.

The maturity of Client-Server based technology in terms of its technology elements, leading products, and the manner in which Enterprise Business makes use of its capabilities, has lead to an optimization through specialization within the IT department. This has lead to undoubted excellence in delivery operations of the internal use of IT as a mechanism to reduce the costs of the so-called Back Office internal administration of an Enterprise. However it also introduces the risk of being unable to see and understand these changes that don’t fit the existing specializations.

As an example associating SAP with your ERP delivery unit alone, or any other major Technology player solely with their existing internal IT delivery unit, is a big mistake. The Technology venders know they have to move into a wholly different set of products or services with correspondingly different delivery methods, and have already done so. The danger is that IT departments have not followed these disruptive changes in product sets and capabilities.

A previous blog drew attention to this danger using as, an example, Cisco announcing a new set of capabilities for the Internet of Things, IoT. An announcement that included adding a whole range of new integration technology products to build Internet based systems. Cisco knows it has difficulty in getting non-networking IT staff to read its releases and recognize the new roles and capabilities its products now support. Its the same story for SAP with its rapidly growing HANA capabilities moving its capabilities beyond those of the IT departments ERP staff. Or, Salesforce, IBM, in fact the whole top tier of Technology vendors find themselves ‘trapped’ in there traditional market slot.

Investments have introduced genuinely new, innovative products that match real business requirements, unfortunately they all too often cant be matched to their current ‘partnership’ positioning in the IT department organization.

For the major technology vendors, as much as the new startups, the inability to get their messages read and understood is a major issue. As specialized team members make what were previously rational decisions to disregard what doesn’t directly concern them in their current roles and partnership alignments it has now become a recognizable issue for the IT department too.

It’s a subtle and difficult challenge to take on, because right now few IT departments have any systematic manner of identifying the ‘big picture’ of emerging technologies to identify and characterize how to make use of radical new capabilities with business. New requirements are either dealt with in the manner of the one off requirement, or maybe by asking the ‘nerd squad’ doing small scale Internet and Services build work for sales or marketing. Neither reaches the real issue, which is to strategically decide what is required as an ongoing Enterprise in association with Business change, and accordingly, re evaluate potential partners around their positioning and products.

Can IT re evaluate and re-position itself on its own? The answer is almost certainly no, as the re-positioning has to be around the new Enterprise Business model built on the basis of Technology capabilities.

Exactly what this means was skillfully made clear by Blake Cahill, the Global Head of Brand Marketing for Philips, speaking at the Constellation Research Digital Disruption tour in Amsterdam recently.  Blake has been interviewed by various publications and there are three interviews that cover his views and provide more depth to the whole topic of the extent to which Digital Disruption is reorganizing Enterprises;  One, Two, and Three.

Blake’s presentation to the event described how Philips had created three common business zones each of which covered all their products and activities to insure that there is a common enterprise wide engagement;

  1. Market to Sale – understanding and interacting with the overall Digital Marketing in all aspects of both inward intelligence as well as outward messaging.
  2. Sale to Order – presenting the choices and assisting the potential customer in achieving a mutually satisfying deal.
  3. Order to Fulfillment – recognizably based around much of the existing Back Office IT systems, but with the addition of Digital links for purposes such as order tracking by a customer.

The three zones each have all the activities of Philips in that particular engagement area to ensure a full ‘big picture’ relationship to each other, though not necessarily in the manner of traditional IT processes where alignment of process and data is the key. Taking as an example Market to Sale the requirement is to be able to track all market data both incoming and outgoing to determine new ‘insights’ of business value that in turn are used to act and create successful ‘outcomes’.

Digital Business is not just about doing Business Online using Digital Technology; above all it’s the development of ‘Smart’ Business capabilities to interpret apparently unrelated data into previously unrecognized ‘Insights’ of Business value. In the super competitive Digital world awash with data to survive, and prosper, requires not just more data analytics, but a different business model.

This point was made in a previous blog, and brings the point back to the re invention and re positioning of the knowledge and capabilities of the current IT department. The IT department has to bring a very different set of technology tools, probably from a new set of partners, to manage the data flows from a world of Internet of Things devices, as well as many other existing sources; Machine learning is just one example of a new and radically disruptive new tool, but already the there are sufficient new products and capabilities launched that need to assessed in systematic manner.

However the words Strategic and Systematic examination of new technology and tools require matching to the requirements of the new re-positioned operating and business models of the enterprise.

This is the first in a new blog series where the focus will be on understanding what, and how, a business may choose to operate as it under goes its own ‘Digital Disruption’, and the consequences for re-positioning the capabilities and competencies’ of the IT department as the provider of Enterprise Technology knowledge. 

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Five Lessons from a Year of Disruption

Five Lessons from a Year of Disruption

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When you are head down working on projects, developing new business and just keeping it all together, it’s easy to miss business milestones – like your first year in business.

The initial idea for Disruptor’s Handbook came from a lunchtime meeting with my former colleagues at PwC. We were talking about the concept of “disruption” and how it could be managed. Used for innovation. Simon Gibbard suggested that we write a handbook – a disruptor’s handbook. Tim Lovitt and I had topic ideas and thought we could pull together a blog. Or an ebook. Or something.

Of course, it never happened. We were busy with projects and with life.

When my PwC contract ended, I launched Disruptor’s Handbook with the view that there was something to the concept. There were plenty of lessons from the world of startups that could be applied to corporates, and vice versa. I had also worked with communities and business networks and knew there was value in collaboration. The plan was to bring these things together – to help corporates, smaller businesses with the appetite for change, and innovative NFPs:

  • Reduce the risk of innovation
  • Innovate quickly by adopting proven frameworks
  • Be supported by experienced executives, mentors and teams.

The Three Principles

So I began with three principles that applied not only to collaborators but also to clients:

  • Intention: When working with clients and with collaborators, I needed to understand their intention. Did they truly, deeply have an intention to work together? Or was it a “lipstick on a pig” project designed to give the appearance of innovation?
  • Commitment: Was there a commitment to make a difference with innovation? Would clients and collaborators commit to a problem, wrestle with politics, budgets and organisational apathy?
  • Gavin is not always right: I can be passionate and easily convinced of the power of my own ideas, but I challenged myself to be open to alternatives of all kinds.

Five Lessons from Disruption

Like any fledgling business, there’s a lot required to build, learn and grow. You need work. Case studies. Cash flow. But these are the same for any business. What follows, however, are the more hidden lessons that I have taken out of the last 12 months:

  1. Your greatest strength is speed – but only if you use it. There is plenty of competition out there. But being a small business means that you can change the way you DO business quickly. But you have to commit to doing so. If you take a week to change your website, you’re too late. If you need to delay a project you may lose it. The challenge is to actually use your nimbleness to respond to project, client or market changes faster than everyone else.
  2. You aren’t what you sell. After creating a dozen or more disruptor’s handbooks on various topics from “using the lean canvas” to “how to run a hackathon”, I realised that I needed to bring things together. Potential clients could see the value but not the offer. I needed to quickly change the way that I explained Disruptor’s Handbook to make it more tangible. Remember to sell the sizzle as well as the steak.
  3. What you have isn’t necessarily what clients want. This is a hard one. Sometimes people “want” disruption but they’re not “ready” for it (yet). Like most innovation, it’s a journey. You’ve got to both educate your clients and lead them on a journey. You’ve got to support them in selling the concepts into their own teams and management. It may be that your offerings are too early for the market. In which case, it’s time for Lesson 4.
  4. Ditch your beautiful ideas. Ideas in your disruptive business are worth nothing. What counts is traction. If a proposal is successful, analyse it for what worked. Keep refining it. But if you proposals are not succeeding, you need to move on quickly (see Lesson 1). No one will love your idea more than you, and that’s what makes it hard to let go. Be honest with yourself, ask for feedback and figure out where to go next. After all, you need to eat.
  5. Ride the horse all the way to “yes”. In our minds we are often saying yes but our words, presentations, proposals and actions indicate “no”. Keep practising saying “yes” out loud so that your clients and collaborators can hear it. Be open (as per Principle 3 above) as a project can often veer into unexpected and exciting territory. It may start out simply but can become truly disruptive and exciting. Ride that horse all the way to yes.
  6. A note of thanks. I know this is Lesson 6 … but it’s also important to be thankful. In the first year I have been fortunate to work with and learn from many people. We’ve done some great work together – from the innovative Qantas Hackathon to StudyNSW digital strategy. We’ve run workshops, spoken at conferences, mentored startups and incubated a few new businesses that are yet to launch (more to come). Every project took commitment and intention from the business and the business sponsors. And I was not always right. But I am truly thankful for the opportunity and experience.

With one year down, I’m excited to be looking further ahead. Plans are being considered. Collaborators cultivated. If you have a project you like to discuss, I’d love to hear from you. If you’d like to be a collaborator, hit me up.

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Is Reddit’s Controversy About the Content or the Digital Revenue Model?

Is Reddit’s Controversy About the Content or the Digital Revenue Model?

Reddit’s forums are famous for hosting some of the most vibrant and some of the most disturbing (my personal opinion) discussions on the Web. The New York Times article by Jason Henry stated, “Mr. Huffman reappeared last Friday as chief executive to pull off a turnaround of the online message board, which has grappled with a series of missteps and is embroiled in a battle to win back the confidence of its users.” The San Francisco Chronicle reporter, Greta Kaul wrote, The new CEO of Reddit hosted an “Ask Me Anything” forum to clarify its content policies, which have been debated by free speech advocates and an antiharassment contingent for weeks. The site, known for everything from elevated conversations about political philosophy to photo collections of dead children, rolled out rules designed to curb harassment.

There were more than 40,000 Reddit users tuned in to Thursday’s forum at various times and generated 9,000 comments ~an hour. CEO Steve Huffman wrote, “We’ll consider banning subreddits (forums) that clearly violate the guidelines in my post — the ones that are illegal or cause harm to others. “There are many subreddits whose contents I and many others find offensive, but that alone is not justification for banning.

While most of the controversy is about Reddit administrator’s who have drawn both praise and criticism for their hands-off approach to regulating what could be said on the site and, which leaves many decisions up to volunteer moderators, there is an all together additional issue that not only Reddit has to face, but so do many other brands in this Age of Digital Disruption. In Ray Wang’s book: Disrupting Digital Business: Create An Authentic Experience in A Peer-to-Peer Economy says Digital Darwinism is not kind to those who wait to understand the transformation and choices business have to make, and make now.

My POV: Reddit has to decide what is going to drive their company. Are they defined by the type of brand they want to be or are they defined, as a company, by their digital business model? Over five thousand years ago our marketplaces were the hub of civilization. They were where traders returned from remote lands with exotic spices, jewels, silks, monkeys and parrots and told us fabulous stories. The Internet is still a place for storytelling. That’s not going to change. But what is changing is how businesses make money in this new storytelling-based marketplace call the Internet. Here’s what I mean by that.
 
Option 1: Choose Your Brand and It’s Values: If Reddit wants to be the “anything goes brand” then they mostly likely will have to change their business model (i.e., if the revenue model is ad-based then with the “anything goes” brand values, Reddit many be rightly worried that many or some of the ad sponsors would stop posting ads. If that would be the case, Reddit wouldn’t have the same revenue base.  And thus if Reddit chooses to the the “anything goes brand,” they would possibly have to look at other revenue sources.
 
Option 2: Choose Your Digital Revenue Model: Or Reddit can decide what their digital business model is and then that would dictate whether they are the “anything goes brand” or if they want to moderate some of the content. If their digital revenue model is ad revenue, then, depending on the ad sponsors, that might change how much ad revenue they receive.
 

There are brands out there, like Fiat that used Charlie Sheen in a Fiat TV commercial, that may like to be on the “edge.” I’m not suggesting that the Fiat TV commercial is in any way representative of some of the content that is at the center of the controversy at Reddit. But there are some brands would find some of the content on Reddit “off brand.” So as a brand, a CMO and CEO,  one has to answer the question, “What is the edge, and when have we gone off the edge to a place of no return as a brand?”
 
For Reddit, either decision means that there are stakeholders  – ad sponsors or the site’s administrator’s and / or volunteer moderators that may be upset. It’s a rock and a hard place and probably the tip of the iceberg for facing the idea that the Internet is the place to be COMPLETELY unedited, authentic, genuine and honest. However, Reddit is not the only brand that is facing this challenge. Many brand face this issue. While it’s not “in fashion” some brands do still take down posts that are not “on brand” to avoid a PR disaster. I’m not saying whether they are right or wrong in doing so. Just looking at what is happening and reporting what I see.

The author’s of the book The ClueTrain Manifesto wrote back in 1999 “Through the Internet, the people in your markets are discovering and inventing new ways to converse. They’re talking about your business. They’re telling one another the truth, in very human voices. You have two choices. You can continue to lock yourself behind the facile corporate words and happy talk brochures. Or you can join the conversation.

Perhaps an addendum to that today is – “You can join the conversation, but have to decide on your digital business revenue model, which will determine how completely unedited, authentic, genuine and honest your conversations are going to be.”

The Bottom-line: For those that are not clear, the digital disruption means that we are having to change our business models. We can no longer operate business the way we used to. And we have to consider how far is to far and how far is far enough to maintain what the author’s of the ClueTrain spoke about – which is the idea that one can step outside the typical, sterile, overstarched blandness of the old days of brands and just be human. But how far does one go, still be human, and not be offensive? How does one decide where the boundary lines are drawn? That is up to each and every individual and each and every brand.

And as I talk to CMOs, Customer Experience Professionals, Customer Care and Customer Service Professionals and IOT experts, these are the questions brands and those that spend money to sponsor those brands will have to decide. We are over the hype-cycle that the Internet is the place to be totally honest. We are now in a new era where we have to get serious about how brands are going to make money and what are the limits to what a brand can and can not do or will not do. Interesting times we live in.

What’s your take on what is on or over the edge in the area of Internet content and the editing or moderating of it?
@drnatalie VP and Principle Analyst Covering The Digital Disruption and All It’s Consequences

 

Next-Generation Customer Experience Chief Customer Officer Chief Marketing Officer Chief Digital Officer

Infographic Friday: FIFA Women’s World Cup

Infographic Friday: FIFA Women’s World Cup

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It’s time for another edition of Infographic Friday. Today’s content comes to us from Genesco Sports Enterprises (@GSE_Sports) and it includes some great statistics from this year’s FIFA Women’s World Cup, including:

  • Tournament viewership and associated ad revenue
  • Social media impressions and buzz
  • U.S. Soccer fan demographics

Check out the full infographic below and click here to see the original version at the Genesco Sports Enterprises Facebook page.

GSE-WWC

Next-Generation Customer Experience Marketing Transformation Innovation & Product-led Growth Chief Customer Officer

Breaking down digital identity

Breaking down digital identity

Identity online is a vexed problem. The majority of Internet fraud today can be related to weaknesses in the way we authenticate people electronically. Internet identity is terribly awkward too. Unfortunately today we still use password techniques dating back to 1960s mainframes that were designed for technicians, by technicians.

Our identity management problems also stem from over-reach. For one thing, the information era heralded new ways to reach and connect with people, with almost no friction. We may have taken too literally the old saw "information wants to be free." Further, traditional ways of telling who people are, through documents and "old boys networks" creates barriers, which are anathema to new school Internet thinkers.

For the past 10-to-15 years, a heady mix of ambitions has informed identity management theory and practice: improve usability, improve security and improve "trust." Without ever pausing to unravel the rainbow, the identity and access management industry has created grandiose visions of global "trust frameworks" to underpin a utopia of seamless stranger-to-stranger business and life online.

Why is identity online so strangely resistant to these well-meaning efforts to fix it? In particular, why is federated identity so dramatically easier said than done?

Well-resourced industry consortia and private-public partnerships have come and gone over the past decade or more. Numerous "trust" start-up businesses have launched and failed. Countless new identity gadgets, cryptographic algorithms and payment schemes have been tried.

And yet the identity problem is still with us. Why is identity online so strangely resistant to these well-meaning efforts to fix it? In particular, why is federated identity so dramatically easier said than done?

Identification is a part of risk management. In business, service providers use identity to manage the risk that they might be dealing with the wrong person. Different transactions carry different risks, and identification standards are varied accordingly. Conversely, if a provider cannot be sure enough who someone is, they now have the tools to withhold or limit their services. For example, when an Internet customer signs in from an unusual location, payment processors can put a cap on the dollar amounts they will authorize.

Across our social and business walks of life, we have distinct ways of knowing people, which yields a rich array of identities by which we know and show who we are to others. These Identities have evolved over time to suit different purposes. Different relationships rest on different particulars, and so identities naturally become specific not general.

The human experience of identity is one of ambiguity and contradictions. Each of us simultaneously holds a weird and wonderful ensemble of personal, family, professional and social identities. Each is different, sometimes radically so. Some of us lead quite secret lives, and I'm not thinking of anything salacious, but maybe just the role-playing games that provide important escapes from the humdrum.

Most of us know how it feels when identities collide. There's no better example than what I call the High School Reunion Effect: that strange dislocation you feel when you see acquaintances for the first time in decades. You've all moved on, you've adopted new personae in new contexts - not the least of which is the one defined by a spouse and your own new family. Yet you find yourself re-winding past identities, relating to your past contemporaries as you all once were, because it was those school relationships, now fossilised, that defined you.

Frankly, we've made a mess of the pivotal analogue-to-digital conversion of identity. In real life we know identity is malleable and relative, yet online we've rendered it crystalline and fragile.
We've come close to the necessary conceptual clarity. Some 10 years ago a network of "identerati" led by Kim Cameron of Microsoft composed the "Laws of Identity," which contained a powerful formulation of the problem to be addressed. The Laws defined Digital Identity as "a set of claims made [about] a digital subject."

Your Digital Identity is a proxy for a relationship, pointing to a suite of particulars that matter about you in a certain context. When you apply for a bank account, when you subsequently log on to Internet banking, when you log on to your work extranet, or to Amazon or PayPal or Twitter, or if you want to access your electronic health record, the relevant personal details are different each time.
The flip side of identity management is privacy. If authentication concerns what a Relying Party needs to know about you, then privacy is all about what they don't need to know. Privacy amounts to information minimization; security professionals know this all too well as the "Need to Know" principle.

All attempts at grand global identities to date have failed. The Big Certification Authorities of the 1990s reckoned a single, all-purpose digital certificate would meet the needs of all business, but they were wrong. Ever more sophisticated efforts since then have also failed, such as the Infocard Foundation, Liberty Alliance and the Australian banking sector's Trust Centre.

Significantly, federation for non-trivial identities only works within regulatory monocultures - for example the US Federal Bridge CA, or the Scandinavian BankID network - where special legislation authorises banks and governments to identify customers by the one credential. The current National Strategy for Trusted Identities in Cyberspace has pondered legislation to manage liability but has balked. The regulatory elephant remains in the room.

As an aside, obviously social identities like Facebook and Twitter handles federate very nicely, but these are issued by organisations that don't really know who we are, and they're used by web sites that don't really care who we are; social identity federation is a poor model for serious identity management.

A promising identity development today is the Open Identity Foundation's Attribute Exchange Network, a new architecture seeking to organise how identity claims may be traded. The Attribute Exchange Network resonates with a growing realization that, in the words of Andrew Nash, a past identity lead at Google and at PayPal, "attributes are at least as interesting as identities - if not more so."

If we drop down a level and deal with concrete attribute data instead of abstract identities, we will start to make progress on the practical challenges in authentication: better resistance to fraud and account takeover, easier account origination and better privacy.

My vision is that by 2019 we will have a fresh marketplace of Attribute Providers. The notion of "Identity Provider" should die off, for identity is always in the eye of the Relying Party. What we need online is an array of respected authorities and agents that can vouch for our particulars. Banks can provide reliable electronic proof of our payment card numbers; government agencies can attest to our age and biographical details; and a range of private businesses can stand behind attributes like customer IDs, membership numbers and our retail reputations.

In five years time I expect we will adopt a much more precise language to describe how to deal with people online, and it will reflect more faithfully how we've transacted throughout history. As the old Italian proverb goes: It is nice to "trust" but it's better not to.

This article first appeared as "Abandoning identity in favor of attributes" in Secure ID News, 2 December, 2014.

Digital Safety, Privacy & Cybersecurity Distillation Aftershots Security Zero Trust Chief Information Officer Chief Information Security Officer Chief Privacy Officer

Event Report - Ceridian Insights

Event Report - Ceridian Insights

We had the opportunity to attend the Ceridian user Conference Insights in Las Vegas at the beautiful Aria hotel. The event had record attendance with over 2000 customers, partners and employees participating. Ceridian also got a very good showing from the analyst community, despite the summer time and related Las Vegas heat.

 
 

Always tough to pick the Top 3 from a multiday event – but here you go:

Ceridian is going ‘soft’(and it is good) – As blogged earlier, Ceridian is one of the HCM software vendors that are doing the ‘hard’ stuff, and with that I refer to software that needs constant updates because of legislative changes, is by itself an architectural challenge to run and has major repercussions when it fails. Or in other words Payroll, Workforce Management and Benefits. The more remarkable was that CEO Ossip did not refer to any of the above in the Day 1 keynote – but choose a softer route with core values, employee engagement and Talent Management. Bolstered also by the recent hire of industry veteran Sperling, Ceridian seems to be committed to move out of the ‘compliance’ corner – at least for the opportunity to upsell Talent Management to its customer base. It was interesting that the audience – that is primarily also doing the ‘hard stuff’ at their employer – was quite open for the more ‘soft’ positioning that bides well for the future upsell efforts by Ceridian. But let’s be clear, Ceridian will not abandon any compliance work, it is even doubling down more in the area e.g. referring multiple times to the San Francisco Retail Worker Bill of Rights, that the vendor will be one of the first to endorse (it has taken effect July 3rd, more e.g. here). Nonetheless a very different key message compared to previous Insight editions.

It also looks to us that Ceridian has earned back a lot of trust from the customer base, something that was in a sour state even two years ago. But Ceridian did what software vendors need to do – issue a (realistic) roadmap and deliver to it. Be transparent on challenges and changes, communicate and deliver to it. In previous years there was a lot of conversations amongst the attendees on where to trust the roadmap or not – that was absent in 2015. Even more, the attendees did not even miss that a roadmap wasn’t offered in the keynote. It is possible that the 20+ customer advisory boards that met before the event took the edge off the topic, but a remarkable change of attitudes and relation towards Ceridian.
 
Talent Managemen Sperling addressed the Ceridian Insights audience
Talent Managemen Sperling addressed the Insights audience

Much improved user experience – An area where Ceridian has been lacking in the past had been user experience. Two years ago the vendor tried to emulate Microsoft Office, and approach that had some valid arguments on the familiarity side, but would have been disastrous if followed through, given the everlasting permutations the Microsoft Office user interface is going through. The good news was (like overall) that Ceridian has been listening to customers (and influencers) and has been working at innovating on the user experience side. It is also remarkable that the vendor went back to the drawing board when the first effort fell short of industry standards, a decision that takes guts and nerves for an executive team. From what we saw and was demoed at Insights, the decision was the right one, the newest version of the user interface is modern, easy to use and even ahead of the fast moving industry benchmark. The main innovations are a reduction in navigation needs, less screens, less pop ups, more consistency and some innovative overloading of UI elements, e.g. the employee picture with information from TeamRelate and actions pertaining the employee. As with all software innovation does not happen overnight and Ceridian will gradually roll out the new user interface in the coming fall and spring releases. As with all gradual user interface rollouts, making smart decisions on how to split uptake across release matters, it looks like with focusing on ESS and MSS Ceridian is making the sensible decision. The good news for customers is that in case they do not want to operate with two different UI paradigms, they can keep working with the old user interface. From my impressions that would be short changing their employee base, but each project and enterprise is unique and needs to make their own decision. It is good to see that Ceridian offers choice. 

 
 
 
New Ceridian Dayforce Employee Profile inside of MSS
New Dayforce Employee Profile inside of MSS
On the flipside the early Dayforce adopters have been through the ‘innovation rollercoaster’ and are showing some tiring. E.g. we heard some concerns, on the main navigation moving from left to top back to left. But having to deal with more innovation than less is probably the better problem for enterprises to have. And on that point attendees emphatically agreed.

 
Ceridian TeamRelate Screenshots
TeamRelate Screenshots

TeamRelate is major differentiator – We predicted already for 2014 that the ‘P’ (psychographic and psychologic) information would make its course to mainstream HR systems. Turns out we have been a little too optimistic on vendor innovation pace, but in 2015 Ceridian was one of the (few) vendors coming through on this prediction with the acquisition of TeamRelate. TeamRelate finds out how well two people relate to each other, which means how well they could work with each other. It also makes assumptions on roles, and which roles people can have and which roles are needed to staff teams and projects successfully. As such TeamRelate makes a key contribution to discover new working relationships beyond the experience and gut feel factor of managers, but discovers valuable potential work relationships beyond a manager’s perception and knowledge horizon. Ceridian has been aggressive at adding TeamRelate information to many areas of Dayforce – e.g. the employee profile, team composition, Recruiting (there for the applicants) and Performance Management. It is good to see the speed of the uptake – as the consistent application of the ‘P’ information is key for moving an organization’s performance.

On the concern side, TeamRelate really needs to work, similar to the ‘true’ analytics scenarios. People need to use TeamRelate, and start trusting TeamRelate to make proper prediction on relatability. We spoke to some early prospects and they were encouraged by what they saw. Good news – but an area Ceridian (and we) will watch.



 

Analyst Tidbits

  • ACA the gift that keeps giving – We saw renewed interest and much more urgency around the ACA topic. Practitioners now know that any hope of the law not making it in its full extent into daily practice (from an avoiding the work perspective) is mute, and they better get on top of it. That is good news for Ceridian, who has been preparing and building functionality to make the adoption and compliance with ACA easy for enterprises. 
  • Dashboarding – A year ago Ceridian showed natural language based search for insights, and the system works, but the results were visually less appealing. As part of the new user interface effort Ceridian has gone back and revisited the dashboards usability, and (apart maybe from the color palette, that matched the Aria’s earthy tones) it has become a much more polished experience. What a year ago was likely a backdoor tools for HR professionals, could now become (what it should be) an exploratory tool in the search of insights from the personal to the boardroom setting. 
  • Documents – Also a year ago Ceridian launched Documents, a Dayforce based document management system that is following the required compliance and statutory regulations. Uptake has been well, and customers are adding more information and documents to the system. To a certain point of course Ceridian has been ‘greasing’ the system by automatically moving paychecks, performance management and recruiting documents to the Documents system. But when you have it, you should use it, a good move to force adoption of new product functionality. Licensing is not a concern as we heard, which is a critical feedback from attendees is. 
  • Lifeworks – Ceridian has a sizeable employee assistance program, Lifeworks, that goes beyond the basic blocking and tackling and also supports wellness and lifestyle choices. In the UK it has found recognition and rewards vendor WorkAngel (more here) and plans to partner more with the vendor. WorkAngel has key experience in mobile platform, user interface and retailer gift card / payment management that are attractive for Ceridian. More will come here, watch the space. 


MyPOV

A very good event for Ceridian. User conferences with a growing user base and a growing customer base are easy setups from a motivational perspective. Attendees seeing more attendees, larger and better keynotes, nice show floors etc. get a basic positive vibe. When vendors get the messaging right, they turn out to be good events, like this Insights conference.

It is good to see that Ceridian is finding more of Talent Management value propositions, which makes the vendor more complete in regards of competition in the market place. But even more important is that Ceridian stays true of its DNA of solving tough compliance problems for its customers, as mentioned above the ‘hard stuff’. There was a number of very good data points in regards of implementation and operation ROI. Ceridian keeps converting legacy customers at a quick pace and seems to have upgraded approximately a third of the legacy customers with Dayforce now. That by itself is remarkable, and by itself probably the fastest and most active old to new conversion in the marketplace.

On the concern side Ceridian is growing fast and needs to scale beyond the product – on the sales, implementation and support side. As of July it looks like the sales side is in good shape, Ceridian even shared that it is now giving existing customers the choice to stay on the legacy product or move to Dayforce, something vendors pressed for revenue won’t do. But it also needs to make sure skills on the implementation side are growing. The partner ecosystem on the implementation side is the same ‘usual’ suspects (that are all growing), but as mentioned in our Progress Report from the analyst day of March (see below), Ceridian needs more partner implementation resources. On the support side it looks like Ceridian has been able to add and train resources faster and with that again gaining the upper hand in the support quality conversation. All good problem to have as they result from growth, but they need to be successfully addressed.

Overall a very good user conference for Ceridian that is building momentum on all aspects, and even more importantly is actively working on differentiating itself from the other vendors. Ossip’s vision of Ceridian becoming a ‘brand’ that employees will ask after when changing employers is an ambitious one, but Ceridian is working towards it. We will be watching and analyzing, stay tuned.




More on Ceridian

 
  • First Take - Ceridian Insights Day #1 Keynote Takeaways - off to a good start - read here
  • Progress Report – Ceridian executes on product, next challenge – implementation capacity, then sales … Read here
  • Event Report - CeridianINSIGHTS 2014 - Ceridian innovates and adds key functionality - read here
  • First Take - Ceridian INSIGHTS Day 1 Keynote - Top 3 Takeaways - read here
  • Progress Report - Ceridian makes a lot of progress - but the road(map) is long - read here
  • Ceridian transforming itself and with that the game – read here

And unrelated to Ceridian - but how important payroll can be for HCM innovation:

 
  • Could the paycheck reinvent HCM - yes it can - read here
  • And suddenly... payroll matters again - read here
Find more coverage on the Constellation Research website here and checkout my magazine on Flipboard.
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Scanning the Future: 21st Century Management

Scanning the Future: 21st Century Management

1

Is your organization ready for the 21st Century? Do you understand the increasing pressures on organizational structure and management? Is your organization’s design and leadership approach ready to face these demands? These are the questions twenty-eight senior executives from the U.S., Colombia, India, Oman, and Thailand addressed as we worked together to leverage old and new strategies for their organizations and careers. The occasion was Northwestern University’s 21st Century Management executive program. The phrase, “scanning the future” is drawn from the last segment of my sessions.

I promised the participants additional readings (building on my earlier, Summer Reading List), and hope others will add to what I have here via the comments. I’ll also include the pre-readings we used to prepare for each segment.

The Demands on 21st Century Organization

In this segment we worked through the pressures on organizations today and in the future. These included (vast simplification): globalization, artificial intelligence, disintermediation, freelancing, and education. Earlier in the week the group had discussed the pace of marketing and strategy change, the value of mindfulness, our networked society, and multi-generational workforces.

We started with Leadership Is More Than Interpersonal Skills, a short Harvard Business Review blog post focused on what I mean by demands on the 21st century organization and how this puts pressure on you to lead with all your resources -- not just your interpersonal skills -- all of your human, technical, and organizational resources.

Additional Reading:

Designing the Agile, Connected Organization

We used the case, WL Gore: Culture of Innovation (makers of Gore-Tex), to take on the questions of organizational design and control in the 21st Century. Slide-deck version. Note that WL Gore (and Nucor Steel) are famous examples of light-weight management -- in companies designed in the 50s & 60s. Zappos’ work with holacracy is just a current visible version.

Additional Reading:

From the hyperspecialization article:

This ability to distribute computer-based jobs to a vast army of workers doesn’t only make old tasks go faster; it enables the completion of a whole new class of time-critical tasks. Consider the search for Jim Gray, a well-known computer scientist who disappeared at sea in his small sailboat in 2007 and was never found. When the news of his disappearance reached his colleagues, they realized it would not be impossible to search the 30,000-square-mile patch of ocean in which Gray’s boat just might still be afloat. Over the next few days near-real-time satellite images were relayed to thousands of Mechanical Turk workers and volunteers for close examination. Such an effort could not previously have been imagined—and suggests many other possibilities, from scanning for suspicious activity in an office building’s overnight video feeds, to translating headquarters communications simultaneously into many languages, to responding quickly to a potential client’s complicated request for proposal.

We see this approach now in the vast application of volunteers to natural disasters, solving complex business analytics problems, and more. The freelance marketplace continues to diversify even as heavy weights Elance and oDesk join to form UpWork. The “gig economy” is in the news this week in the US presidential campaigns.

Leading the Agile, Connected Organization -- Execution on 21st Century Practices

In this segment I had the opportunity to share some of my current work on Lead by Letting Go. We started with a case on LinkedIn, looking to gain value from whatever LinkedIn does -- for example, with their recent purchase of online education company, lynda.com, rather than solving the typical case. We looked to let go of 20th century boundaries and processes, while holding tight to our performance standards, relationships, the value of education, and the laws of our particular organization’s “physics.”

Staying with the ideas of leveraging modern technologies and organizational relationships, we looked at the article The Third Wave of Virtual Work, before reading the case -- LiveOps: The Contact Centre Reinvented. The case follows the American Red Cross as they dealt with over one million people displaced by Hurricane Katrina in 2005. Whether or not your industry works with call or contact centers, it’s interesting to consider how to work with “instant on” capabilities. LiveOps is just one example of 21st century organizational forms built on a freelance economy. Uber, Lyft, Mozilla (Firefox), Freelance Physicians, Amazon Mechanical Turk, and many many others, offer options to traditional “balancesheet” employees.

We used light-weight experiments as a key tool in this segment. Tom Chi’s “doing is the best kind of thinking” video was a great opener and we followed it with examples from Intuit.

Additional Reading

Scanning the Future

Our last segment was short, but critical. We discussed execution and especially the role of data-driven processes. We focused on iterative change throughout the session (the world moves too fast for long periods of planning in many settings, note the Tom Chi quote above) - but here we applied it toward scanning the future. Marissa Mayer’s “Data is apolitical,” video as well as Scott Cook on Intuit’s global expansion, emphasized the role that evidence-based management plays.

The task for the participants was to design a scanning process for themselves or their organization. Whether personal, team, or organizational, we all need a process for staying aware of our challenges and opportunities. One of them was wise enough apply the technique, “leverage your network,” to turn the first step of their process on me, asking for additional readings -- and thus this post. I’ll now do the same with you: What have we missed? What readings, videos, and links should I be using to prepare for future sessions? What other materials would be excellent follow-ons to the material here?

Our Future Together

Join us for a future session of 21st Century Management. Dates are available in December 2015 and May 2016. The focus on agile, connected, execution makes it especially powerful if more than one member of an organization attends. We had several groups with three or more members and it felt like they had unique opportunities for leveraging their experience.

 
Future of Work Chief Executive Officer