In some instances, enterprises can study how an interim leader performs during a specified trial period before being hired as a permanent CIO. "However, there's a big difference between an interim that's being considered for a permanent role and one who is simply a placeholder," he warns. Placeholders who aren't necessarily interviewing for a permanent role are usually free from the politics and budget dynamics that a permanent CIO may be reluctant to touch. An interim CIO can also bring immediacy and exposure to outside perspectives to a troubled business. They frequently bring an added dimension, a look into what's happening in real time to market competitors. "That's a big benefit," says Scott Maguire, president and technology lead at human resources consulting firm Korn Ferr


To make the selection process easier, it helps to think of Interim CIOs in three distinct types, each aligned to a different kind of business need. Not every CIO is built for every situation, and matching the right profile to your company’s current stage is one of the most important decisions you can make. Discover the critical blend of leadership qualities (who you are), styles (ho.


SHRM reports that 60% of candidates abandon hiring processes that are too long or confusing, citing time burden and poor communication as key factors (SHRM, 2023). Deloitte reinforces that "candidate experience is now one of the strongest predictors of employer brand strength" (Deloitte, 2024). Together we’ll create informed and inspired leaders ready to shape the future of your business. The idea that synchronous and asynchronous learning each IT leadership consulting have their strengths is not new, but should continually be optimized. And, by including communal large events, large cohorts of learners can come together to collectively share their learning across the enterprise. Existing company values and culture should influence the types of leaders needed and the qualities they need to exhibi


Plus, in this environment, traditional service-level agreements (SLAs) focused on speed and uptime no longer capture the whole story. CIOs must embrace experience-level agreements (XLAs) that measure satisfaction and engagement — not just efficiency. Discover how EDB Postgres AI enables scalable GenAI, data observability, and hybrid cloud deployment with Postgres. Learn how you can get access to this resource as well as hands-on support from our experts through IT Strategy Advisory Service


The quickest way to accelerate leadership development across the organization is to offer learning that can scale, such as at large virtual events. But research suggests learners benefit from learning with others; they want opportunities to build connections with and learn from their peers. So, it’s incumbent on organizations to create leadership development programs that deliver both. The ability to foster effective leadership at scale has never been more critical. Traditional leadership development programs—often resource-intensive and time-consuming—struggle to meet the diverse and evolving needs of modern organizations. Enter AI-driven coaching platforms like Pandatron, which offer a scalable and personalized approach to leadership development, empowering leaders to grow in alignment with their company’s strategic goal

Without alignment to enterprise-wide objectives, teams may pursue well-intended initiatives that dilute focus and create inefficiencies, ultimately slowing down the organization’s ability to execute on its most pressing prioritie

The Office determines where we make AI investments and how they fit into our corporate strategy, and the group evaluates use cases that drive value rather than chase a multitude that distracts the organizatio


The CIOs who thrive in the age of AI will be those who design experiences, not just systems. By automating workflows and uncovering deep insights, IT can move beyond the service counter — becoming a catalyst for growth, a driver of innovation, and a competitive difference-maker. To enable ongoing optimization, we embed innovation into operations and offer managed services for data centers, cloud, and application


Each IT leadership consulting session should have an assigned topic facilitated by HR or someone from within the learning and development program. When clarity is embedded in scalable structures rather than concentrated in individuals, organizations gain resilience, agility, and the sustainable capacity. Develop tools to handle tension and disagreement with professionalism — turning conflict into opportunities for clarity and alignment. When the company is quickly and repeatedly infused with new hires, new quotas, and new policies while scaling, underlying culture and division of duties can become murky. Build focus groups around common, department-agnostic manager tasks, like mentorship, coaching, and teambuildin


Their experience across industries means they have seen what can go wrong and know how to prepare for it. This vigilance gives your team peace of mind and keeps projects on track even in uncertain times. These firms create systems that ensure every voice is heard, from leadership to frontline staf