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Develop Meaningful Service Metrics – Phases 1-3 Develop the right service metrics to tie IT service performance to business value and user experience. This will enable immediate stakeholder value and reinforce...
Drive Efficiency and Agility with a Fit-for-Purpose Quality Management Program – Phase 2: Build a Quality Program Build program requirements and design standard templates that will unite IT quality.
Drive Efficiency and Agility with a Fit-for-Purpose Quality Management Program – Phase 3: Implement the Quality Program Evaluate the readiness of your department for change and launch the program at the right time and in the right way to transform IT quality.
Drive Efficiency and Agility with a Fit-for-Purpose Quality Management Program – Phase 4: Operate the Quality Program Facilitate the success of your key IT practice areas by operating your Center of Excellence to support your key IT practice areas quality initiatives.
Make IT a Successful Partner in M&A Integration – Phases 1-4 Organizations continue to underestimate the role of IT during M&A integration. Use the steps in this blueprint to kick-start your IT integration effort.
Make IT a Successful Partner in M&A Integration – Phase 1: Launch the Project Get off to a head start by identifying M&A business objectives and designing the IT end-state vision accordingly.
Make IT a Successful Partner in M&A Integration – Phase 2: Conduct Discovery and Design the Technology End-State Kick-start the discovery of each IT domain in both organizations and design the resultant state.
Make IT a Successful Partner in M&A Integration – Phase 3: Initiate Operational Imperatives and Quick-Wins During discovery, identify operational imperatives and quick-wins to maintain business function while capturing synergies.
Make IT a Successful Partner in M&A Integration – Phase 4: Develop an Integration Roadmap Following discovery, build an integration roadmap to achieve the technology end-state.
Build a Strategic Workforce Plan – Phase 2: Analyze Workforce Needs Your workforce is more than the jobs you have. For a holistic picture, you need to consider your organization’s culture, competencies, and potential.

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