Sue Johnston is an IBRS advisor who focuses on strategy and governance of private and public enterprise ICT. She is an accomplished and innovative strategist with more than 25 years’ IT and business experience across the public and private sectors. Sue has held a number of senior executive positions with IT vendors and major management consulting companies and provides coaching to IT teams looking to change the conversation with their customers, their executive and each other. As a CIO, she has led the ICT function through signiﬁcant transformation for organisations such as Department of the Premier and Cabinet, Auscript Australasia and TriCare Limited. Sue has also run a successful software development company and transitioned the company through an acquisition process. Sue chaired Innovation Committee in State Government which was responsible for generating, developing and funding innovative ideas and improving the skills and capabilities of public sector staﬀ in pitching ideas and successfully executing innovation projects.
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.
- Sourcing & Staffing
29 April 2012