Category Archives: Organization

The five core IT shifts of scaled agile organizations

Agile, Core Business, Digital Transformation, DX, Information, Information Technology, Organization, Technology Trends, , , , , ,

Beyond the Startup: The Five Core IT Shifts of Scaled Agile Organizations

In today’s digital age, organizations are under constant pressure to innovate and adapt quickly to changing market demands. Traditional IT frameworks, often characterized by their rigidity and sluggish response times, are increasingly being replaced by scaled agile methodologies. For enterprises embracing these methodologies, five core IT shifts stand out as critical enablers of enhanced agility, productivity, and responsiveness. Here, we delve into these transformative shifts that underpin scaled agile organizations.

i. From Siloed Teams to Cross-Functional Collaboration

Old Paradigm: Traditional IT organizations often operate in silos, where development, operations, security, and other teams work independently, leading to communication gaps, delayed project timelines, and a lack of cohesive vision.

o Agile Shift: Scaled agile frameworks emphasize cross-functional teams that bring together members from various disciplines to work collaboratively. This ensures that all necessary expertise is on hand throughout the project lifecycle, allowing for more integrated and efficient workflows. Such collaboration reduces bottlenecks, enhances innovation, and ensures that teams can quickly adapt to changes.

ii. From Waterfall Development to Continuous Delivery

Old Paradigm: The waterfall model is a linear and sequential approach where project development flows in one direction like a waterfall – from conception, through design, implementation, testing, and maintenance. This method often results in slow delivery times and increased risk of project failures.

o Agile Shift: Scaled agile organizations embrace Continuous Delivery (CD), a practice that promotes frequent and incremental updates to software products. By integrating continuous integration (CI) and automated testing, CD ensures that new features and updates are deployed rapidly and reliably. This reduces time-to-market, allows for quick customer feedback, and mitigates the risk of large-scale project failures.

iii. From Project-Based Work to Product-Centric Organization

Old Paradigm: Traditional IT departments often focus on project-based work, leading to short-term thinking and a lack of sustainability in delivering value.

Agile Shift: In a product-centric approach, teams focus on long-term product value and customer satisfaction. This shift involves dedicating resources to products rather than transient projects, fostering a sense of ownership and continuous improvement within the team. Product teams remain accountable for the end-to-end life cycle of their products, driving greater innovation and alignment with customer needs.

iv. From Manual Processes to Automation

Old Paradigm: Manual processes in areas such as testing, deployment, and monitoring are time-consuming, error-prone, and hinder agility.

o Agile Shift: Automation is a cornerstone of scaled agile organizations. By automating repetitive tasks such as code integration, testing, and deployment, organizations free up valuable human resources to focus on more strategic activities. This not only accelerates development cycles but also enhances accuracy, reduces operational costs, and ensures consistent delivery pipelines.

v. From Reactive to Proactive Security

Old Paradigm: Security is often treated as an afterthought in traditional IT, with security measures being implemented late in the development cycle. This reactive approach can lead to vulnerabilities and compliance risks.

o Agile Shift: Scaled agile organizations integrate security into the development process from the beginning, a practice known as DevSecOps. By embedding security practices into the CI/CD pipeline and fostering a culture of shared responsibility for security, organizations can proactively identify and mitigate risks, ensuring that security is an integral part of the agile workflow.

vi. The Benefits of Scaling Agile

By embracing these core IT shifts, organizations can reap the numerous benefits of scaled agile:

o Increased Speed and Efficiency: Agile methodologies shorten development cycles and enable faster time-to-market.

o Improved Quality and Customer Satisfaction: The focus on small, user-centric stories and continuous feedback leads to higher quality products that better meet customer needs.

o Enhanced Employee Engagement: Cross-functional teams and a focus on collaboration create a more engaging and motivating work environment for IT professionals.

o Greater Adaptability to Change: The core principles of agility enable organizations to adapt to changing market conditions and customer demands more effectively.

vii. The Road Ahead: Scaling Agile for Success

Scaling agile isn’t a one-size-fits-all approach. Organizations need to adapt these core IT shifts to their specific context and culture. However, by embracing these principles, established organizations can unlock the power of agility and thrive in the dynamic digital age. The journey to scaled agile requires a commitment to collaboration, automation, value delivery, and continuous improvement. But for organizations willing to embrace this change, the rewards are significant,paving the way for a more efficient, adaptable, and customer-centric IT organization.

viii. Conclusion

The evolution from traditional IT frameworks to scaled agile methodologies represents a profound shift in how organizations operate and deliver value. By embracing cross-functional collaboration, continuous delivery, product-centric thinking, automation, and proactive security, organizations can enhance their agility, drive innovation, and stay competitive in a rapidly changing digital landscape. These five core IT shifts are essential for any enterprise looking to thrive in the era of digital transformation and relentless market pressure.

ix. Further references 

The five core IT shifts of scaled agile organizations – McKinsey

LinkedIn · Michael Whitehead10+ reactions  ·  9 months agoThe five core IT shifts of scaled agile organizations

LinkedIn · Yousef Fahoum5 reactions  ·  3 months agoThe five core IT shifts of scaled agile organizations

McKinsey & Companyhttps://www.mckinsey.com › agile…Agile Organizations

nonprofitalliance.com.auhttps://www.nonprofitalliance.com.au › …The five core IT shifts of scaled agile organizations – The NonProfit Alliance

Scaled Agile Frameworkhttps://scaledagileframework.com › …Business Agility

PA Consultinghttps://www.paconsulting.com › wh…Where does line management sit in a Scaled Agile organisation?

Nisum Technologieshttps://www.nisum.com › white-pa…Scaling Agile to the Enterprise: the Next Step in Your Agile Transformation

Harvard Business Reviewhttps://hbr.org › 2018/05 › agile-at-…Agile at Scale

KPMGhttps://assets.kpmg.com › pdfPDFFrom Agile experiments to operating model transformation: How do you …

It’s Bad News That So Few Companies Have A Clear Purpose

Benefits, Best Practices, Board of Directors, BoD, Business Model, Coaching, Compliance, Continuous Improvement, Controls, Core Business, Governance Risk & Compliance, Organization, Strategy, SWOT, ,

Why a Lack of Purpose Constitutes a Critical Detriment for Business

In an era where unparalleled changes are the norm in the business world, the concept of organizational purpose has never been more paramount. 

The stark reality, however, is that a disconcertingly small number of companies have successfully articulated a clear and compelling purpose. This void not only diminishes their potential for profound impact but also hints at a broader dilemma facing the corporate landscape.

At its core, a company’s purpose transcends the mere pursuit of profits; it is the bedrock upon which its values, culture, and strategic vision are built. It serves as a north star, guiding decision-making, inspiring employees, and forging deeper connections with customers. Despite its critical importance, the rarity of companies with a well-defined purpose is not just unfortunate—it’s bad news for businesses, their stakeholders, and society at large.

i. The Importance of Purpose

o Employee Engagement: Purpose fuels employee motivation and fosters a sense of shared responsibility. Employees who believe their work contributes to something larger than themselves are more likely to be engaged and productive.

o Customer Connection: Customers are increasingly drawn to brands that align with their values. A clear purpose can help companies build stronger relationships with customers who resonate with their mission.

o Strategic Direction: A well-defined purpose provides a guiding light for decision-making, helping companies prioritize initiatives and navigate challenges.

ii. An in-depth look at why the absence of a clear purpose is bad news for companies

A. Eroding Employee Engagement and Talent Retention

the absence of a clear purpose leads to a lack of direction and motivation among employees. In today’s dynamic workforce, especially with the growing influence of millennials and Gen Z who value meaningful work, employees are increasingly seeking more than just a paycheck. They want to be part of something bigger, to contribute to a mission that resonates with their personal values. Without a compelling purpose, organizations risk facing high turnover rates, diminished morale, and a workforce that’s disconnected from the company’s goals.

B. What is Your North Star?

From a strategic standpoint, companies without a clear purpose are at a significant disadvantage. Purpose acts as a strategic anchor, ensuring that the organization remains focused on what it does best and how it can contribute to the world. It informs decision-making, prioritizes resources, and enables companies to navigate through turbulent times by staying true to their core identity. In its absence, companies may find themselves adrift, vulnerable to the whims of the market, and unable to make coherent strategic choices.

C. Lack of Differentiation in a Crowded Market

In markets flooded with similar products and services, a clear purpose can be the differentiator that sets a company apart from its competitors. It helps customers understand not just what you sell, but why you sell it. This emotional connection can turn customers into loyal advocates, driving repeat business and word-of-mouth referrals. Without it, companies risk being seen as just another option among many, making it harder to attract and retain customers.

D. Missed Opportunities for Innovation

A well-defined purpose acts as a north star for innovation, guiding the development of new products, services, and business models aligned with the company’s core mission. This ensures that innovation efforts are not just novel, but meaningful and directed towards long-term goals. Companies lacking this compass may find themselves chasing after trends or innovations that don’t resonate with their audience or contribute to sustainable growth.

E. Difficulty in Attracting Investment

Investors are increasingly looking beyond financials to assess a company’s long-term viability. Environmental, Social, and Governance (ESG) criteria are becoming crucial in investment decisions, and a company’s purpose is often seen as a key indicator of its commitment to these principles. Companies without a clear purpose might struggle to attract investment, especially from socially responsible funds and investors looking for businesses that contribute to a positive societal impact.

F. Weakened Resilience During Challenges

A clear purpose provides a guiding light during turbulent times, helping companies navigate crises with integrity and emerge stronger. It ensures decisions are not just reactive but are made in alignment with long-term vision and values. In contrast, companies without this clarity may make inconsistent or short-sighted decisions that damage their reputation, customer trust, and operational sustainability.

G. Societal Impact or Lack of

The societal impact of businesses operating without a clear purpose cannot be understated. Companies play a pivotal role in addressing some of the world’s most pressing challenges, from climate change to inequality. Those that operate with a well-defined purpose are better equipped to contribute positively to society, leveraging their resources, innovation, and reach for the greater good. Absent this purpose, businesses risk perpetuating a status quo that’s increasingly at odds with the societal and environmental needs of our time.

iii. Conclusion

The absence of a clear and compelling purpose in a company is not a minor issue—it’s a critical vulnerability. It weakens employee morale, diminishes customer loyalty, stifles innovation, complicates investment opportunities, and reduces resilience. In contrast, a strong, clear purpose empowers organizations to attract and retain talent, differentiate themselves in the market, drive sustainable innovation, secure investment, and navigate challenges with resilience. 

As such, the development and communication of a clear purpose should be a top priority for any business aiming for long-term success and societal impact. In the end, companies must ask themselves not just what they do, but why they do it—and the answer to this question might just be the key to unlocking their full potential.

iv. Further references

The Detriment of Lacking Vision and Purpose in Corporate …LinkedIn · Abdelrahman Bani Hani6 reactions  ·  2 months ago

Innovate Or Die: How A Lack Of Innovation Can Cause …Forbeshttps://www.forbes.com › Leadership › ForbesWomen

Why Good Companies Go BadHarvard Business Reviewhttps://hbr.org › 1999/07 › why-good-companies-go-bad

The Detriment of Lacking Vision and Purpose in Corporate …LinkedIn · Abdelrahman Bani Hani6 reactions

What are the 5 Factors that Determine the Viability of a …LinkedIn · Tristan Wright5 reactions

What are the advantages and disadvantages of strategic …actiosoftware.comhttps://actiosoftware.com › 2023/04 › what-are-the-adv…

Strategic decision making | FactsheetsInstitute of Directorshttps://www.iod.com › Resources

Problems That Can Kill a Small BusinessBusiness News Dailyhttps://www.businessnewsdaily.com › … › Startup Basics

5 Types of Risk Mitigation Strategies for Business SuccessSolveXiahttps://www.solvexia.com › blog › 5-types-of-risk-miti…

Product Management: It’s a System for Business Success, not …Medium · Saeed Khan210+ likes

Ethics at work: An employer’s guideCIPDhttps://www.cipd.org › Knowledge hub › Guides

21 Loss Prevention Strategies For Your BusinessAllVoiceshttps://allvoices.co › blog › loss-prevention-strategy

Porter’s Five Forces (2024): The Definitive Overview …Cascade Strategyhttps://www.cascade.app › blog › porters-5-forces

Why Organizations Are Moving Towards a Zero-Trust Model?

Cybersecurity, Model, Moving Towards, Organization, Technology Trends, Why, Zero Trust, ,

Embracing the Zero-Trust Model: A Paradigm Shift in Organizational Security

This realization has led to a strategic pivot towards the Zero Trust security model, a paradigm that operates on the principle of “never trust, always verify.” 

But what drives organizations to adopt this model, and how does it represent a departure from conventional security practices?

i. The Evolving Threat Landscape

The digital transformation of businesses has expanded the attack surface exponentially. Cloud services, mobile devices, and the Internet of Things (IoT) have blurred the traditional boundaries of networks, rendering perimeter-based security models less effective. Cyber attackers today exploit these vulnerabilities, launching attacks that bypass perimeter defenses with relative ease. Moreover, the rise in remote work has further diluted the effectiveness of conventional security measures, highlighting the need for more robust and adaptable frameworks.

ii. Limitations of Conventional Security Models

Traditional security models operate under the assumption that everything inside the network is trustworthy, focusing most of their resources on preventing external threats from breaching the network perimeter. However, this leaves organizations vulnerable to internal threats and to sophisticated attackers who can penetrate perimeter defenses. Once inside, these malicious actors can move laterally across the network with little impedance, accessing sensitive information and systems.

iii. The rise of remote work

The advent of remote work has expanded the perimeter beyond the physical office space, introducing new vulnerabilities. Employees accessing corporate resources from various locations, on different networks, often using personal devices, have made perimeter-based security models obsolete. The zero-trust model accommodates this modern workforce by securing access regardless of location, thereby ensuring consistent application of security policies.

iv. Cloud Adoption

As organizations migrate to cloud services, their data no longer resides solely within their immediate control but is distributed across various cloud environments. This transition necessitates a security model like zero trust, which secures data and applications irrespective of their location, by focusing on securing access rather than defending a perimeter that no longer exists.

v. Regulatory Compliance

Stricter regulatory requirements for data protection and privacy, such as GDPR, HIPAA, and CCPA, compel organizations to adopt a more thorough approach to security. The zero-trust model, with its premise of “never trust, always verify,” is inherently designed to minimize data breaches and ensure compliance by providing detailed insight and control over data access and usage.

vi. Enhanced Visibility and Control

Zero trust provides organizations with greater visibility into their network traffic and fine-grained control over access to their resources. By requiring constant verification, organizations can monitor who is accessing what data, from where, and on what device, allowing for a more detailed understanding of their security posture and enabling them to react quickly to potential threats.

vii. Digital Transformation and IoT

The digital transformation of businesses, coupled with the proliferation of IoT devices, has exponentially increased the number of connected devices on a network, each representing a potential entry point for attackers. The zero-trust model, by enforcing strict access controls and continuous monitoring of all devices, alleviates the security challenges associated with these connected ecosystems.

viii. Cost Efficiency

Contrary to the assumption that more comprehensive security solutions are inherently more costly, the zero-trust model can lead to cost savings in the long run. By preventing breaches more effectively, organizations save on the considerable costs associated with cyber incidents, including data recovery, legal fees, regulatory fines, and reputational damage.

ix. The Principles of Zero Trust

Zero Trust addresses these vulnerabilities by eliminating the concept of trust from the organization’s network architecture. Under this model, no entity, whether inside or outside the network, is trusted by default. 

Access to resources is granted based on strict identity verification, least privilege access, and micro-segmentation policies, regardless of the user’s location.

A. Stringent Access Control: Access to resources is restricted to what is necessary for specific roles and tasks. This minimizes the potential impact of a breach by ensuring that even if attackers gain access, they are severely limited in what they can do.

B. Multi-factor Authentication (MFA): Zero Trust mandates robust authentication mechanisms, including MFA, ensuring that stolen credentials alone are insufficient for gaining access to critical resources.

C. Continuous Monitoring and Validation: Trust levels are dynamically adjusted based on continuous monitoring of user behavior and device security posture, ensuring that any anomalous activity triggers immediate action.

x. Benefits of Zero Trust

A. Enhanced Security Posture: By assuming that threats can originate from anywhere and ensuring rigorous verification, Zero Trust significantly reduces the attack surface and enhances the organization’s defense against both internal and external threats.

B. Improved Compliance Posture: The detailed access controls and monitoring capabilities integral to the Zero Trust model help organizations meet regulatory and compliance requirements more effectively, protecting against data breaches and their associated penalties.

C. Flexibility and Scalability: Zero Trust is inherently adaptable, accommodating new technologies and work practices, such as cloud computing and remote work, thereby supporting the organization’s growth and digital transformation initiatives.

D. Decreased Complexity and Costs: By simplifying security infrastructure and reducing the reliance on complex, perimeter-based defenses, organizations can potentially lower their operational costs and improve security efficacy.

xi. Conclusion

The migration towards a Zero Trust model is a strategic response to a changing security landscape, marked by sophisticated cyber threats, insider risks, and the evolving nature of work and technology. 

By adopting a Zero Trust approach, organizations not only fortify their defenses against a broad spectrum of threats but also align their security practices with the demands of the modern digital world. 

This transition is not merely a trend but a necessary evolution in the ongoing effort to protect the integrity, confidentiality, and availability of critical resources in an increasingly interconnected environment.

Moreover, the Zero-Trust model aligns with the principle of least privilege, ensuring that users have the minimum level of access necessary to perform their duties. This principle helps contain potential threats by limiting the impact of a compromised account, reducing the chances of lateral movement within the network.

xii. Further references 

SponsoredForcepointhttps://www.forcepoint.com › gartner › zero-trustGartner Zero Trust Strategy – Gartner Zero Trust Report – Gartner explains Zero Trust

SponsoredLogRhythmhttps://www.logrhythm.comRead the Forrester Report

The Benefits of Adopting a Zero Trust Security Model for Your Company – LinkedIn

CDWhttps://www.cdw.com › security › g…Evolving the Zero-Trust Security Model for Business

SC Mediahttps://www.scmagazine.com › com…Companies are moving forward with zero trust, but still report challenges

Tech Wire Asiahttps://techwireasia.com › why-are-…Why are organizations still struggling with implementing zero trust?

csoonline.comwww.csoonline.com9 in 10 organizations have embraced zero-trust security globally

ColorTokenscolortokens.com10 Reasons Why Enterprises Need Zero Trust Security

Portnoxhttps://www.portnox.com › zero-tru…How Is the Zero Trust Model Being Implemented Today?

CyberArkhttps://www.cyberark.com › blogWhat Is Zero Trust and Why Is it So Important?

Maxima Consultinghttps://www.maximaconsulting.com › …Should Your Organization Adopt Zero Trust Security Model?

CrowdStrikehttps://www.crowdstrike.com › zero…What is Zero Trust Security? Principles of the Zero Trust Model

How Does the Implementation of ISO 22301 and ISO 22316 Affect Your Organization?

How To, Impact, Implementation, Implications, ISO Standard, ISO/IEC 22301, ISO/IEC 22316, Organization, , , ,

Navigating Resilience: The Impact of ISO 22301 and ISO 22316 on Your Organization

In an era where businesses are increasingly subjected to a wide array of external pressures—from natural disasters to cyber-attacks—the implementation of standards like ISO 22301 and ISO 22316 has become paramount. 

These standards, focusing on business continuity management systems (BCMS) and organizational resilience, respectively, offer a comprehensive framework to enhance an organization’s ability to anticipate, withstand, recover from, and adapt to adverse conditions. 

However, the adoption of these standards also brings about significant changes within an organization. 

ISO 22301: Business Continuity Management (BCM): This standard provides a framework for establishing a business continuity management (BCM) system. It outlines the steps to identify potential threats, assess their impact, and develop plans to ensure critical operations continue during disruptions.

ISO 22316: Organizational Resilience: This standard focuses on building an organization’s overall resilience, encompassing not just disruptions but also broader challenges and opportunities. It emphasizes the importance of understanding your organization’s context, identifying its core values, and fostering a culture of adaptation and continuous learning.

Both standards are designed not just to mitigate the impact of adverse events but to position organizations to thrive in the aftermath.

i. Implementing ISO 22301: A Focus on Business Continuity

ISO 22301 specifies requirements for setting up and managing an effective Business Continuity Management System (BCMS), which enables organizations to respond effectively to disruptions. Its implementation can profoundly affect various aspects of an organization:

A. Enhanced Risk Management

By identifying potential threats and establishing plans to address them, organizations can mitigate risks more effectively. This proactive approach not only safeguards assets and reduces the likelihood of disruptions but also instills confidence among stakeholders.

B. Streamlined Processes

ISO 22301 encourages organizations to understand critical business processes and the impact of disruptions, leading to refined and more efficient procedures. This often results in the elimination of redundancies and an overall increase in operational efficiency.

C. Regulatory Compliance

For many organizations, implementing ISO 22301 can aid in achieving compliance with legal, regulatory, and contractual obligations related to business continuity and disaster recovery.

D. Improved Reputation and Stakeholder Confidence

By demonstrating a commitment to business continuity, organizations can enhance their reputation and build trust with customers, investors, and other stakeholders.

ii. Embracing ISO 22316: Strengthening Organizational Resilience

While ISO 22301 focuses on planning and implementing a BCMS, ISO 22316 provides guidance on the principles and attributes of organizational resilience. Its adoption fosters a culture of resilience that permeates every level of the organization.

A. Holistic Approach to Resilience

ISO 22316 encourages organizations to take a holistic view of resilience, integrating it into strategic planning and decision-making processes. This approach acknowledges the interconnected nature of various organizational functions in maintaining resilience.

B. Agility and Adaptive Capacity

Through the implementation of ISO 22316, organizations develop the ability to adapt to changing circumstances quickly. This agility is crucial for not only surviving disruptions but also capitalizing on opportunities that arise during periods of change.

C. Enhanced Communication and Collaboration

ISO 22316 emphasizes the importance of effective communication and collaboration both within the organization and with external partners. This fosters a coordinated response to crises and enhances the collective resilience of the broader ecosystem in which the organization operates.

D. Cultural Transformation

Adopting the principles of ISO 22316 can lead to a significant shift in organizational culture, where resilience becomes a core value. This cultural transformation involves empowering employees, fostering innovation, and creating an environment conducive to continuous learning and improvement.

iii. Benefits of ISO 22301

o Enhanced preparedness: By identifying and planning for potential disruptions, organizations can minimize downtime and financial losses.

o Improved response and recovery: Streamlined procedures and clear communication protocols ensure a swift and effective response to disruptions.

o Increased stakeholder confidence: Demonstrating a commitment to continuity fosters trust and confidence among clients, investors, and employees.

iv. Benefits of ISO 22316

o Increased adaptability: Organizations become more agile and responsive to changing circumstances, enabling them to seize new opportunities.

o Improved decision-making: A holistic understanding of risks and opportunities allows for more informed and strategic decision-making.

o Enhanced stakeholder engagement: By fostering a collaborative approach to resilience, organizations can leverage the collective knowledge and expertise of all stakeholders.

v. The Combined Impact

Together, ISO 22301 and ISO 22316 offer a robust framework for building a resilient organization capable of navigating today’s volatile business environment. The implementation of these standards impacts an organization in several key ways:

  • Strategic Alignment: Ensures that resilience and business continuity strategies are aligned with the organization’s overall objectives.
  • Operational Resilience: Strengthens the organization’s capacity to operate under adverse conditions, protecting key assets and stakeholders.
  • Increased Stakeholder Confidence: Compliance with ISO 22301 and ISO 22316 can significantly elevate the confidence of stakeholders, including customers, investors, and employees. Demonstrating a commitment to maintaining operations during disruptions, and an ability to recover swiftly, reassures stakeholders of the organization’s stability and reliability. This can be particularly important in sectors where trust is paramount, such as finance, healthcare, and critical infrastructure.
  • Competitive Advantage: Positions the organization favorably in the market as a reliable and resilient entity, potentially opening up new business opportunities.
  • Reduced Financial Risk: Disruptions can have a significant financial impact on an organization, from lost revenue to increased operational costs, and potentially, legal liabilities. By implementing ISO 22301 and ISO 22316, organizations can mitigate these financial risks. Effective business continuity planning and organizational resilience can reduce the duration and severity of disruptions, protecting the organization’s bottom line.
  • Continual Improvement: Both ISO 22301 and ISO 22316 emphasize the principle of continual improvement, encouraging organizations to regularly assess and enhance their resilience and continuity practices. This iterative process ensures that the organization’s strategies evolve in line with emerging threats and changing business requirements, maintaining its resilience stance over time.

vi. Conclusion

The implementation of ISO 22301 and ISO 22316 affords organizations a structured approach to developing resilience and continuity capabilities that are vital in today’s fast-paced and uncertain business environment. The benefits of these standards are manifold, touching on operational effectiveness, stakeholder trust, competitive positioning, financial stability, and continual growth. Ultimately, for organizations committed to overcoming disruptions and thriving in the face of adversity, ISO 22301 and ISO 22316 offer a blueprint for achieving these objectives.

Beyond mere compliance, the adoption of these standards signifies a strategic investment in the future—empowering organizations to not just survive but thrive amidst adversity. 

As such, businesses that embrace these standards can expect not only enhanced resilience but also a revitalized organizational culture that values adaptability, collaboration, and continuous improvement.

vii. Further references 

GlobalSuite Solutionshttps://www.globalsuitesolutions.com › …ISO 22316. Organizational resilience

SponsoredBSI Grouphttps://www.bsigroup.comMaintaining ISO 22301 System | Getting Started with ISO 22301

The Knowledge Academyhttps://www.theknowledgeacademy.com › …Benefits of ISO 22301: Unlock Success in Business Continuity

ISO – International Organization for Standardizationhttps://www.iso.org › obpISO 22301:2019(en), Security and resilience — Business continuity management …

Risk and Resilience Hubhttps://www.riskandresiliencehub.com › …The ISO 223XX Standards – An Update

The Knowledge Academyhttps://www.theknowledgeacademy.com › …ISO 22316 Certification Training in Port Villa

ISO – International Organization for Standardizationhttps://www.iso.org › standardISO 22316:2017 – Security and resilience

GlobalSuite Solutionshttps://www.globalsuitesolutions.com › …ISO 22316. Organizational resilience

LinkedIn · Shraddha Kagale10+ reactions  ·  3 years agoOrganizational Resilience Model (Based on ISO 22316)

PECB Insightshttps://insights.pecb.com › how-doe…How Does the Implementation of ISO 22301 and ISO 22316 Affect Your Organization?

Adviserahttps://advisera.com › 2016/12/12ISO 22316 Organizational resilience: What is this standard about?

CRMS Indonesiahttps://crmsindonesia.org › organiza…Organizational Resilience Through ISO 22316 Standard

PECBhttps://pecb.com › past-webinarsOrganizational Resilience – How ISO 22316 Provides Guidance for Your Organization

Lifestyle of an Organizational Resilience Manager

Lifestyle, Manager, Organization, Resilience, , ,

The Enigmatic World of an Organizational Resilience Manager

The world of business is brimming with diverse roles, each requiring a unique blend of skills and temperaments. Among these, the role of an Organizational Resilience Manager stands out for its complexity and dynamism.肩负着重任 (jiān fù zhòng rèn), or “shouldering a heavy burden,” aptly describes the responsibility they carry.

An Organizational Resilience Manager is the architect of an organization’s ability to weather storms and emerge stronger. They are the ones who foresee potential disruptions, formulate strategic responses, and guide the organization through periods of turbulence.

i. A Day in the Life

An Organizational Resilience Manager’s day is rich with varied activities that span across strategy development, training, communication, and crisis management.

A. Morning: Strategic Planning and Collaboration

Mornings typically start with a review of the latest risk assessments and resilience strategies. These professionals work closely with various departments, ensuring that resilience planning is integrated throughout all facets of the organization. This might involve meeting with IT to discuss cybersecurity measures, liaising with HR to ensure staff well-being strategies are in place, or collaborating with operations to enhance supply chain resilience.

B. Midday: Training and Education

Education and training are pivotal. Around midday, Organizational Resilience Managers often conduct training sessions for staff, teaching them how to identify potential threats and respond effectively to disruptions. This is crucial for building a resilient organizational culture where every employee feels empowered to contribute to the organization’s resilience.

C. Afternoon: Continuous Improvement

Afternoons are often devoted to the continuous improvement of resilience strategies. This involves analyzing data, reviewing incident responses, and researching latest trends and technologies that can bolster organizational resilience. Keeping abreast of emerging threats and innovative resilience practices is key to staying ahead.

D. Evening: Reflection and Networking

Evenings might be reserved for reflection and networking. Organizational Resilience Managers frequently engage with professional networks, attend webinars, or participate in forums to share insights and learn from peers. This continuous learning and exchange of ideas are vital for personal and professional growth.

ii. Challenges and Rewards

A. The Balancing Act

One of the main challenges is the constant need to balance immediate crisis responses with long-term resilience planning. This requires exceptional prioritization skills and the ability to stay calm under pressure.

B. Keeping Up with Change

The dynamic nature of risk and threat landscapes means that Organizational Resilience Managers must be lifelong learners, always ready to adapt their strategies to meet evolving organizational needs.

C. The Reward of Resilience

Despite the challenges, the role is incredibly rewarding. Seeing an organization withstand a major disruption, and even emerge stronger, is a testament to the effectiveness of their strategies and leadership. The impact of their work is not just organizational but deeply personal, as they contribute to the security and well-being of every employee.

iii. A delicate balance between proactive planning and adept crisis response

A. Constant Vigilance

Imagine a chess grandmaster, meticulously planning several moves ahead, anticipating the opponent’s strategies. An Organizational Resilience Manager embodies this very spirit. They wargame potential scenarios, analyze their impact, and devise contingency plans to mitigate them.

B. Building the Fortress

Their arsenal includes robust risk management frameworks, crisis communication plans, and business continuity strategies. They foster a culture of preparedness within the organization, ensuring everyone is equipped to handle disruptions effectively.

C. The Rewards and Challenges

The life of an Organizational Resilience Manager is not without its challenges. It demands a blend of strategic thinking, analytical prowess, and exceptional communication skills. But for those who thrive in the face of complexity, the rewards are immense.

iv. Lifestyle Perks

A. A Dynamic Work Environment

The role offers a dynamic work environment where no two days are alike. This variety keeps the job interesting and engaging.

B. Global Impact

Organizational Resilience Managers often work on a global scale, especially in multinational corporations. This offers unique opportunities to impact various cultures and operational landscapes.

C. Professional Growth

The demand for skilled resilience professionals is growing. This role offers excellent opportunities for career advancement, including stepping into higher leadership positions.

v. Conclusion

The lifestyle of an Organizational Resilience Manager is characterized by a deep commitment to safeguarding the organization’s future. It is a role that demands a high degree of adaptability, strategic thinking, and emotional intelligence. 

For those passionate about making a difference, embracing the challenges and rewards of this dynamic career can be incredibly fulfilling, offering a unique opportunity to shape the resilience and future success of organizations worldwide.

vi. Further references 

The Business Continuity Institutehttps://www.thebci.org › news › org…Organizational resilience BCAW 2023 | BCI

Tealhttps://www.tealhq.com › business-c…Do Business Continuity Managers Have a Good Work-Life Balance?

ResearchGatehttps://www.researchgate.net › 2733…Managing adversity: Understanding some dimensions of organizational resilience

Springerhttps://link.springer.com › articleCorporate sustainability, organizational resilience, and corporate purpose: a review …

SponsoredNeuroLeadership Institutehttps://www.neuroleadership.comLeaders Building Resilience | Resilience In The Workplace

Taylor & Francis Onlinehttps://www.tandfonline.com › doiFull article: Resilience, crisis management and continuous improvement against the …

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The Role of CISOs in Shaping Cybersecurity Culture within Organizations 

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The Crucial Role of CISOs in Shaping Cybersecurity Culture

Chief Information Security Officers (CISOs) play a critical role in shaping and fostering a strong cybersecurity culture within their organizations. 

The influence of a CISO extends beyond managing risks and responding to incidents; it encompasses shaping behaviors, attitudes, and understanding throughout every level of the company. 

i. Here are some key ways CISOs contribute to shaping a positive cybersecurity culture:

A. Leadership and Advocacy:

o Setting the Tone: CISOs establish the organization’s overall cybersecurity posture through their leadership and communication. They advocate for the importance of cybersecurity at all levels, emphasizing its connection to the organization’s overall success.

o Championing Security Initiatives: CISOs actively promote and champion security initiatives, securing buy-in from leadership and fostering collaboration across departments.

B. Education and Awareness:

o Developing Training Programs: CISOs are responsible for creating and implementing effective cybersecurity awareness training programs for all employees. These programs equip employees with the knowledge and skills to identify and report suspicious activity, understand security policies, and make informed decisions online.

o Regular Communication: CISOs maintain open communication channels, keeping employees informed about the latest threats, vulnerabilities, and security updates. This ongoing dialogue fosters a sense of shared responsibility and encourages employees to actively participate in cybersecurity efforts.

C. Policy and Compliance:

o Developing Security Policies: CISOs are instrumental in developing and implementing clear, concise, and enforceable security policies. These policies establish guidelines for acceptable behavior, data handling, and password management, ensuring everyone understands their role in safeguarding information.

o Ensuring Compliance: CISOs oversee the organization’s adherence to relevant cybersecurity regulations and industry standards. This ensures a comprehensive approach to security and minimizes the risk of legal or reputational damage.

D. Metrics and Monitoring:

o Measuring Progress: CISOs establish metrics to track the effectiveness of security awareness programs, identify areas for improvement, and demonstrate the value of cybersecurity investments.

o Continuous Monitoring: CISOs implement security monitoring tools and processes to identify and respond to potential threats promptly. This proactive approach minimizes the impact of cyberattacks and helps maintain a secure environment.

E. Collaboration and Shared Responsibility:

o Fostering Collaboration: CISOs work closely with IT teams, HR departments, and other stakeholders to ensure a unified approach to cybersecurity. This collaboration breaks down silos and encourages everyone to contribute to a collective defense.

o Empowering Employees: CISOs empower employees by providing them with the necessary tools and resources to work securely. This fosters a sense of ownership and responsibility for cybersecurity within the organization.

ii. Here’s an in-depth look at how CISOs can foster this culture:

A. Leadership and Vision: The CISO must articulate a clear vision for what a security-conscious organization looks like and communicate this throughout the organization. Leading by example, they inspire others to adopt a similar stance on cybersecurity.

B. Policy Development and Enforcement: Developing comprehensive security policies and ensuring their enforcement is a core duty of the CISO. These policies serve as the foundation for a cybersecurity culture by formalizing expectations and behaviors.

C. Awareness and Education: Regular training and awareness programs tailored for different roles within the organization are crucial. The CISO should ensure that every employee understands their role in maintaining security and is equipped with the knowledge to do so.

D. Advocacy for Security Initiatives: CISOs must be the chief advocates for cybersecurity initiatives. This includes arguing for budget, resources, and the importance of security in business decisions.

E. Risk Management: Integrating risk management practices into the organizational culture to foster a proactive approach to identifying and mitigating cybersecurity risks.

F. Crisis Management: Leading crisis management efforts during security incidents, ensuring a coordinated response and facilitating communication with relevant stakeholders.

G. Third-Party Risk Management: Addressing third-party cybersecurity risks by implementing assessments and guidelines for external partners, vendors, and suppliers.

H. Cross-Departmental Collaboration: Working across departments, CISOs can ensure that cybersecurity isn’t siloed but integrated into all business functions. This helps to create a shared understanding and collaboration towards a common security goal.

I. Fostering a Reporting Culture: Cultivating an environment where employees feel comfortable reporting security lapses without fear of reprisal is essential in detecting and mitigating threats early.

J. Incident Management Leadership: How a CISO handles and communicates about incidents can set the tone for a security culture. They need to approach incident management not only as a technical challenge but also a moment to reinforce the importance of security to the entire organization.

K. Partnering with HR: Collaborating with Human Resources to embed security culture within recruitment, onboarding, and ongoing performance management processes ensures that cybersecurity is part of the organization’s DNA.

L. Demonstrating Business Alignment: The CISO should align security initiatives closely with the business goals to demonstrate how cybersecurity contributes to the broader organizational success, making it a shared responsibility rather than an IT-only issue.

M. Compliance Monitoring: A CISO ensures that the organization meets all regulatory requirements related to cybersecurity. They understand the legislative landscape and work to keep the organization compliant to avoid heavy penalties.

N. Building a Security-Focused Mindset: The most important task in shaping the cybersecurity culture is instilling a security-focused mindset across all positions in the company. The CISO has to ensure that everyone understands that security is not just the IT department’s job; it’s everyone’s responsibility.

O. Measuring and Reporting on Culture: Establishing metrics to measure the effectiveness of the security culture and reporting these to the board and management team can help to drive home the importance of continuous improvement in this area.

P. Continuous Improvement: Promoting a culture of continuous improvement by regularly reviewing and updating cybersecurity policies, practices, and technologies.

Q. Cultural Integration: Embedding cybersecurity considerations into the overall organizational culture, making it an integral part of daily operations and decision-making.

iii. Conclusion 

The role of the CISO in shaping organizational cybersecurity culture cannot be understated. In the face of ever-evolving cyber threats, establishing a proactive defense mechanism embedded within the workforce’s psyche is perhaps the most sustainable security measure. 

Through comprehensive strategy, persistent communication, empowering employees, and leading by example, CISOs can engender a robust cybersecurity culture that stands as both a shield and a strategic asset.

In conclusion, a CISO plays a crucial role in establishing and nurturing cybersecurity culture within an organization. By continuously promoting a security-first mindset and priorit and ensuring that policies, training, and response plans are robust and up-to-date, a CISO provides the backbone of an organization’s cybersecurity infrastructure.

iv. Further references 

CISOs and organisational culture: Their own worst enemy?

The Role of Organisational Culture in Shaping and Ensuring Information Security Compliance

The CISO Role: a Mediator between Cybersecurity and Top Management

” Cyber security is a dark art”: The CISO as Soothsayer

Defining the strategic role of the chief information security officer

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How can your organization’s resilience and risk management align with a culture of innovation and change?

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Aligning resilience and risk management with a culture of innovation and change involves fostering a mindset that values both risk mitigation and strategic evolution.

Key strategies to implement

A. Foster a Risk-Aware Culture: Help employees understand the importance of risk management within the context of innovation. Encourage them to consider risk as a part of the decision-making process, not as an afterthought.

B. Risk-Informed Decision Making:

   o Approach: Integrate risk considerations into decision-making processes.

   o Logic: Ensures that innovation initiatives are informed by an understanding of potential risks, promoting responsible experimentation.

C. Agile Risk Management:

   o Approach: Embrace agile risk management methodologies.

   o Logic: Enables rapid adaptation to changes in the business environment and aligns with the iterative nature of innovation.

D. Integrate Risk Management and Innovation: Include risk management early in the innovation process. By proactively addressing risk during the design phase, organizations can avoid costly modifications later.

E. Foster Open Communication and Collaboration:

     o Break down silos: Encourage cross-functional teams where risk managers, innovators, and frontline employees can share insights and perspectives.

     o Celebrate successes and failures openly: Create a safe space to discuss both wins and losses, learn from mistakes, and iterate on approaches.

     o Reward creative risk-taking: Recognize and celebrate individuals and teams who champion innovative solutions while managing risks effectively.

F. Innovation Risk Assessments:

   o Approach: Conduct risk assessments specifically tailored to innovation projects.

   o Logic: Identifies unique risks associated with new initiatives and guides risk mitigation strategies.

G. Crisis Simulations and Scenario Planning:

   o Approach: Conduct simulations and scenario planning exercises.

   o Logic: Prepares the organization to respond effectively to unexpected events, fostering resilience in the face of uncertainties.

H. Encourage Continuous Learning: Maintain an open environment for feedback and learning about both successful and unsuccessful innovations. Learning from mistakes and having open discussions about failure can lead to improved future performance.

I. Integrate Resilience into Innovation:

     o Build flexibility into processes: Design systems and workflows that can adapt to changing circumstances, market shifts, or unexpected events.

     o Promote learning from disruptions: Use past incidents and near misses as learning opportunities to improve resilience strategies and identify areas for innovation.

     o Invest in scenario planning: Regularly conduct simulations and brainstorming sessions to anticipate potential challenges and develop proactive response plans.

J. Shift from Risk Aversion to Risk Awareness:

     o Embrace calculated risks: Instead of viewing all risks as roadblocks, encourage a culture that identifies, analyzes, and takes calculated risks for potential rewards. This fosters experimentation and learning from both successes and failures.

     o Focus on risk intelligence: Invest in tools and processes to gather real-time data on risks, understand their impact, and make informed decisions based on evidence rather than fear.

     o Empower employees to manage risks: Train and equip employees to identify and mitigate risks within their areas of responsibility, fostering a sense of ownership and accountability.

K. Learning from Failures:

   o Approach: Promote a culture that learns from failures.

   o Logic: Extract valuable insights from setbacks to improve risk management and enhance innovation strategies.

L. Leadership Support:

    o Approach: Secure leadership support for both risk management and innovation.

    o Logic: Sets the tone for a holistic approach where leaders value innovation while understanding the importance of managing associated risks.

M. Leverage Technology:

     o Utilize risk management tools: Implement platforms that automate risk identification, assessment, and mitigation, freeing up time for proactive innovation.

     o Embrace data-driven decision-making: Use data analytics to quantify risks, measure the impact of mitigation strategies, and optimize resource allocation for both resilience and innovation.

     o Explore emerging technologies: Stay informed about and consider adopting tools like AI, machine learning, and blockchain to enhance risk prediction, response, and overall organizational agility.

N. Continuous Monitoring:

   o Approach: Implement continuous monitoring of risk factors.

   o Logic: Provides real-time insights into emerging risks, enabling proactive adjustments to innovation strategies.

Finding the right balance is key: Don’t let risk aversion stifle innovation, but don’t embrace reckless risk-taking either. Aim for a culture that values both calculated risks and proactive resilience.

It’s an ongoing journey: Aligning risk management and innovation is a continuous process, not a one-time event. Regularly review and adapt your approach based on evolving needs and experiences.

Aligning resilience and risk management with a culture of innovation is about instilling the right mindset, practices, and tools throughout the organization. This alignment not only improves risk handling but also drives a culture that encourages innovation while managing potential issues proactively.

https://www.linkedin.com/advice/1/how-can-risk-managers-foster-culture-innovation

Nurturing Organizational Resilience: Balancing Innovation with Stability

https://www.accaglobal.com/content/dam/ACCA_Global/professional-insights/riskculture/PI-RISK-CULTURE-CONVERSATIONS%20v5.pdf

https://www.mdpi.com/2076-3387/13/7/168

https://m.economictimes.com/jobs/c-suite/sustainable-innovation-leadership-integrating-sustainability-into-creative-strategies/articleshow/103481372.cms

https://www.mckinsey.com/capabilities/risk-and-resilience/our-insights/meeting-the-future-dynamic-risk-management-for-uncertain-times