A simple approach to help solving this key problem is to run the IT organization as a business through a collaborative and centralized approach to the “Business of Technology”. Past efforts in IT organizations to combat this problem has been through benchmarking, standardized metrics program, isolated business case development, business analysis after investment initiation, and a consumption view of costs. The result has been mixed with insignificant results. Benchmarking initiatives tend to lead to comparison of inconsistent models that are misaligned to business objectives. Standardized metrics program yield no actionable results due to data quality problems, such as, completeness, coverage and accuracy (CCA). Isolated business case development leads to subjective analysis geared towards a pre-determined agenda usually resulting in significant investment before detailed analysis. Lastly, consumption view of costs that is not consistent with the provider view of costs yields inconclusive data for highlighting the organizations inefficiency.
So the question is “how do we grow as an organization” and provide the key differentiator that IT can bring to the business’ bottom line?
Using the Greiner growth curve, large organizations are usually in Phase 4 – “Growth through Coordination and Monitoring”. This means that growth continues with the previously isolated business units re-organized into product groups or service practices. Investment finance is distributed and managed according to promise of future cost savings. Incentives are not recognized and there is a lack of alignment to corporate goals. Eventually, though, work becomes submerged under increasing amounts of bureaucracy, and growth may become stifled. This phase tends to end on a crisis situation where executive management wants to cut investment in IT.
A new culture and structure must be introduced by moving up the Greiner curve to Phase 5 – “Growth through Collaboration”. Companies that frequently challenge their organizations through change are best at recognizing the value of Phase 5. The formal controls of phases 2-4 are replaced by professional good sense as staff group and re-group flexibly in teams to deliver projects in a matrix structure supported by sophisticated information and financial systems and team-based financial rewards. Phase 5 ends with a crisis of “Internal Growth”. Further growth can only come by developing partnerships with complementary organizations.