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Sue Johnston

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Sue Johnston is an IBRS advisor who focuses on strategy and governance of private and public enterprise ICT. Sue is able to critique and comment on strategy, ICT investment and innovation management. Sue is also engaged in research on maximising the value of flexible workplaces and women in leadership. Sue has more than 25 years experience as an ICT professional, CIO, business manager and consultant working in diverse organisations in the public and private sector. Sue is passionate about engendering innovation and best practice management in all sized organisations and is a highly regarded advisor and public speaker.

Changes at the top of your organisation can happen for a whole multitude of reasons – acquisition or merger, change of government, CEO retirement or even a new board. These changes often require CIOs to build a new relationship even when they’ve been with the organisation for a number of years.


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Conclusion: Whether it be market pressures, skills shortages, budget shortfalls or a combination of these factors, it is important for organisations to imbed a culture of innovation into their businesses; not only to address the many issues facing them today, but also for the inevitable challenges that will arise in the future. There are no hard and fast rules for an innovative organisation. CIOs may be concerned that embarking on innovation activities may be costly, time consuming or a distraction from the more immediate operational needs of the organisation. Conversely, CIOs may be looking for ways to increase morale and build closer relationships with business areas within their organisation.


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Conclusion: We appear to have reached a period in business management where ICT Governance is part of overall Corporate Governance. Across most organisations, policies and procedures have been implemented to support how ICT decisions are made, who makes them and who is accountable. Yet, there are still too many ICT project failures, a continuing inability to control costs, lack of resource management, and business dissatisfaction with the performance of ICT. In many cases organisations have implemented these measures to ensure compliance, or tick the boxes, and are not achieving the real benefit of Governance – Competitive Advantage. Organisations that move from a compliance-only approach to a Competitive Advantage approach can increase performance and improve the value of ICT investment within their organisation including public sector agencies.


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Conclusion: Research shows that flexible workplaces result in improved productivity, increased revenue, lower staff attrition and higher staff morale. Numerous surveys indicate that the majority of employers and business managers support flexible workplace arrangements. But is this widespread recognition translated into actively marketing and promoting flexible workplace arrangements to prospective employees? The answer appears to be a resounding NO. In addition, are there specific areas that are experiencing high demand and short supply that benefit from offering flexible workplace arrangements? There are a number of professions that are well suited to flexible workplace arrangements including in demand roles such as business analysts. IT Leaders can utilise flexible workplace arrangements as an incentive when recruiting in demand roles as it can increase the candidate pool.


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