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The Chief Digital Officer - The Future of Innovations, Business Model Disruption, and Digital Leadership

The Chief Digital Officer - The Future of Innovations, Business Model Disruption, and Digital Leadership

What's it like to have one of the enterprise's hottest jobs? CDOs Ganesh Bell, GE; and Peter Kim, Chiel Worldwide discuss the trials and realities of global Chief Digital Officers. 

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Navigating the Balance Between Technology Optimization and Innovation

Navigating the Balance Between Technology Optimization and Innovation

Find out how leading technology companies promote innovation in an era of IT budget cuts. Panelists: Jean-Claude Viollier, Corporate VP, Capgemini; Pam Murphy, Chief Operating Officer, Infor; Jon Roskill, CEO, Acumatica

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"Leading Digital" with Didier Bonnet

"Leading Digital" with Didier Bonnet

R "Ray" Wang interviews Didier Bonnet about his new book, "Leading Digital" at Constellation's Connected Enterprise.

 
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The State of Digital Business Disruption With Capgemini's Global CTO Lanny Cohen

The State of Digital Business Disruption With Capgemini's Global CTO Lanny Cohen

R "Ray" Wang interviews Capgemini CTO, Lanny Cohen at Constellation's Connected Enterprise. 

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Analytics and Augmented Reality Inside Constellation's Mobile App

Analytics and Augmented Reality Inside Constellation's Mobile App

Lawrence Coburn, CEO, Doubledutch, demonstrates the Matrix Commerce, analytic, and augmented reality potential of mobile applications. 

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Welcome to Constellation's Connected Enterprise 2014

Welcome to Constellation's Connected Enterprise 2014

R "Ray" Wang welcomes the audience at Constellation's Connected Enterprise 2014.

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Welcome to Constellation's Connected Enterprise 2014 Day 2

Welcome to Constellation's Connected Enterprise 2014 Day 2

R "Ray" Wang kicks off day two of Constellation's Connected Enterprise innovation summit.

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The Problem With Age Bias & Generations

The Problem With Age Bias & Generations

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If you are leading individuals from multiple "generations", you are probably categorizing them incorrectly, and here is why this is bad for you and your business.

There are 78 million pages returned from a Google search for “leading generations”. Almost 5000 books are available on Amazon.com around leading generations, and in the scholarly realm a search across a few academic databases returned almost three million peer-reviewed articles, dissertations and journal entries all on “leading generations”.

I am going to go out on a limb and estimate that we have approximately half a billion pages written on leading generations. Most of this around the Baby Boomers, Generation X, Generation Y and the Millennial Generation.

Here is the problem; most of these half a billion pages categorize humans into generations based on when they were born. The generations are most times described as seen in the image below. 

This image is the courtesy of The Atlantic in an article titled “Here Is When Each Generation Begins and Ends, According to Facts”.

We have approximately half a billion pages written on leading generations.

Seems rational right, lets figure out what motivates these generations, what types of followers are they, what type of leadership theory works best for each generation, and what types of leaders would result form each generation.

Well, no.

As I continue to be a nerd and read hundreds of those half a billion pages in preparation for my dissertation, a once fuzzy hunch of mine, has crystalized into a design principle I now use as modus operand.

Belonging to a generation has nothing to do with when you were born.

The theory of generations has been historically researched under two branches of views. Familial and cohort views. Familial generations are those described as “kids of the previous generation”. This is mostly what is in the diagram above. Cohort generations are people regardless of their age that have affinity to a modality or memory of a set of shared experiences. The Great Depression, The Industrial Revolution, The Internet, 9/11, and the invention of the iPhone.

Grand parents, parents, and children can all be in the same cohort generation; but obviously from different familial generations.

This is a key change in thinking, and starts to create questions challenging the chart above as an oversimplification of a single human, and can largely misinform leadership in the private and public sector.

Here is why I wrote this blog.

Recognizing that using cohort association to identify someone’s generation is good, but realizing that a single human can change from one generation to another over time is really where the kicker is.

Principal Analyst, Alan Lepofsky from Constellation Research will tell you that there are no age boundaries when it comes to enterprise social. He has seen as many of the young reject social as many of the old embrace it.

On Alan’s position, and in tandem with my research I have started to apply a new set of lenses to an individual when I think about what “generation” they may be in, and then how to lead them appropriately.

I know many folks my age who have shorter attentions span than most from the Facebook generation.

I know many folks over 55 that are more social and digital than my 16-year-old nephew. And I know many teenagers who study and read the classics more than my uncles and aunts ever do or did. I know many folks my age who have shorter attentions span than most from the Facebook generation, and I know many folks over 60 who are more entrepreneurial than any 21-year-old currently driving to Silicon Valley with a Mac Air and some hoodies in a Subaru.

So what is a leader to do?

  1. Understand an individual’s digital competency.
  2. Understand how an individual sees entrepreneurial activity.
  3. Understand how he or she sees sharing and collaboration.
  4. Study how they view rapid iteration.
  5. Understand how they see the role of a leader, servant, participative, or transformational.

Then, and only then put them into a generation, and regardless of their age (or gender) lead.

I write as a labor of love, in exchange I ask that you share this writing if you think others may find value,

-Richie

Future of Work Chief Executive Officer Chief People Officer Chief Digital Officer

Why Are Brands Anonymous?

Why Are Brands Anonymous?

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They may not think they are, but most brands are anonymous. 

It is evident that most brands, especially those in banking, retail, travel and telco industries, spend a lot of time making sure their sales and service associates are warm, welcoming and personable. In retail or sales, they promote "Hello, how can I help you" buttons, train folks on how to shake hand firmly and smile, and ask them to greet customers in store with their names. All these are examples of how brands invest in making their customer facing employees “human”. 
 
Online, brands have carried this trend into various channels. Call center agents begin by saying “Hi, I’m Joe and I will help you today” taking the cue from the restaurant business. Most agents have names - real or fictitious - to address the customers. Even email support gets answered by a named person and social media managers are have specific named identity as well.  
 
So, most brands may be surprised by the claim they are anonymous. 
 
Overall, social and industry ratings have provided a solid foundation for commerce brands to build trust. The next variation of this trend has been the emergence of consumer connected brands such as Yelp and TripAdvisor. These brands are built entirely on the ratings strangers give to others services. They are different from Amazon in that the trust generated by their consumer reviews is their very product - and the basis of their brand.  What's truly fascinating is that the brands (AirBnB, Uber) become the keepers of the trust between strangers engaged in commerce. A side consequence of this effect is that these brands don’t rely as much on brand media advertising or paid search to drive commerce.  
 
The truth is that in the digital world, what they are doing is simply not enough. Take the recent example of an egregiously bad Comcast customer service call that went viral after a call agent refused to cancel a customer's account point blank for ten minutes.  Such inauthentic interactions don’t engender trust between brands and their consumers. And trust is the most important commodity missing for a brand today. A single phone call destroyed millions of dollars of Comcast brand equity.
 
But how do you build trust in today’s digital world? An interaction at a time. Trust builds through repeated, positive outcomes from digital interactions between a brand and its customers. And, anonymity of interactions does not help. We are more likely to escalate bad interactions into a public spat when they are anonymous. Today, the verdict of these brand interactions is delivered through ratings of the community of customers - through social media, ratings and reviews and other feedback forums.  
 
Let us look at how these digital interactions drive trust. The basic consumer survey tools have been on internet since inception for collecting feedback. However, consumer ratings and reviews were the first social feedback mechanism that built trust around products and services. Amazon drove this from the early days of online commerce and in industries like retail and travel this trend is now well established. In service industries, especially regulated ones like banks, telcos and utilities, direct consumer ratings have had limited success. Many banks still don’t allow consumer comments on their sites and forums. Third party companies, J.D. Powers, etc. have stepped with with industry ratings, as have various third party rating sites. 
 
Recently, even these brands has been upended with the trend of collaborative consumption economy. Here the new brands like Uber, AirBnB, TaskRabbit are allowing consumer to consumer experiences that displace the merchant-driven digital commerce.  They have taken the idea of matching consumer to services further. They have built double-sided marketplaces which rely on two core tenets: trusted identity of the participants and transparent ratings of the services and experiences delivered. 
 
As an example: AirBnB authenticates identity of both hosts and guests. This is critical to build trust. Host can decide whether they will allow a guest to stay at their home based on validated identity and past behavior of the guest. Similarly, the guest can reach the host as a real, authentic person with validated text and address information. AirBnB has combined this with the idea of rating the experience from both parties. At the end of every stay, they ask the guest three questions: Will you recommend this host? The property? And AirBnb? In that order. The host is asked: Will you let the guest stay with you again? Trust is built - an interaction at a time between two known, authenticated persons and the experiences they share. The same with Uber: the riders rate you the driver after every ride. And the lessor known fact is that drivers can rate the riders as well. 

If you are a bank, retailer or a telco today, what lessons you can draw from these successful consumer connected brands? First, consider building a trusted way to disclose the identity of your customer-facing employees - transparently - to your customers. Imagine if in every customer interaction, an employee starts by revealing who he is and connects with the customer through the channel of her choice (text, voice, video) and stays connected as long as needed, even coordinating with other employees when necessary. I bet the public spats would be fewer. Second, let your consumers rate each interaction and recommend each employee - every time, if needed. The employee would know exactly how he did and why. Third, consider showcasing these ratings and performance for other customers to see. 
 
For many companies, these policies may appear radical - even to ponder, let alone adopt. The barrier is mostly cultural since technologies to implement these policies are available. However, brands need to realize that in the connected digital world, their longevity depends on how well their employees interact with their customers. For that, the veil of anonymity that sits between a brand’s employees and its customers has to be torn. 
Marketing Transformation Chief Marketing Officer

The Future of Enterprise Security - Constellation Urges Chief Information Security Officers to Pivot to Strategy

The Future of Enterprise Security - Constellation Urges Chief Information Security Officers to Pivot to Strategy

The rise of digital presents an opportunity for the Chief Information Security Officer to move from a purely defensive position to one which uses the organization's information to act strategically and drive business value. 

Today Constellation Research published Strategic Opportunities for the Chief Information Security Officer in a Digital Age, a report highlighting the potential for security officers to utilize an organization’s information as a competitive asset.

 CISO Snakes and Ladders

Organizations tend to utilize the security department in a purely defensive capacity. However, in the digital age, an organization’s internally and externally collected information are valuable data sources. Security Officers archive, protect, and maintain the quality of an organization’s information, putting them in a unique position to implement strategic, information-driven business initiatives. 

This report describes the evolution of the security department as “the department of no” to a business unit that utilizes a company’s information to create a strategic advantage.

“For as long as we've had a distinct information security profession, it has been said that security needs to be a "business enabler". The real value of information lies not so much in the data itself as in its qualities. The important latent skill I want to draw out for CISOs is their practiced ability to deal with the qualities of data” says report author and Principal Analyst, Steve Wilson.  “To bring greater value to the business, CISOs can start thinking about the broader pedigree of data and not merely its security qualities. They should spread their wings beyond C-I-A, to evaluate all sorts of extra dimensions, like completeness, reliability, originality, currency, privacy, and regulatory compliance.”

Key features of this report:

  • Career advice for Chief Information Security Officers
  • The future of Enterprise Security
  • Guide for CIOs/CISOs to utilize information for competitive advantage
  • Table for collecting and archiving an organization’s information


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