• What does my IT future look like?

    What does my IT future look like?

  • How will my IT organization operate optimally?

    How will my IT organization operate optimally?

  • How and with what do I deliver value to the business?

    How and with what do I deliver value to the business?

  • How to operationalize my IT strategy?

    How to operationalize my IT strategy?

  • How to implement my IT target state?

    How to implement my IT target state?

  • How will my IT be more effective and efficient?

    How will my IT be more effective and efficient?

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IT delivery strategy and transformation

We are the ones who help YOU, IT leaders, to run IT as a Business, creating business value through an IT strategy that enables flexibility and quality. We ensure you align IT with business demand, improve your IT delivery model and enhance performance across the board.

IT Delivery

The IT delivery has been developed over the course of many years, even decades, with silo-ed additions made to account for an acquisition or support new IT or business needs.

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IT as a Business

IT as a business is not a technology shift. It requires fundamental changes in how IT is managed within the operating model as well as financial planning, forecasting and risktaking.

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IT Transformation

IT Transformation is a complete overhaul of an organization’s IT organization. This large scale change is a journey over multiple years and implemented by interlinked projects.

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ITD Target State

The IT Target State Design follows your ITD Strategy and maturity priorities. The process starts with the definition of the ITD operating model including all aspects of an operational organization. Due to the complexity of large environments this is typically performed in several stages of increasing detail and triaged for business priority. Subsequently next levels of detail will be developed in an organizational model, defining the functional structure mapped to the capability framework. A gap analysis and closure exercise is included – to determine what existing capabilities can be repurposed and what might need to be modified or created. The final phase use these outcomes and aligns with additional constraints or principles, e.g. an x-shore strategy, to structure the organization finally in organizational charts.

Lastly, the ‘people’ aspect must not be underestimated – transformation can bring radical change that unsettles staff and creates insecurity unless managed with sensitivity and empathy. Educational courses and helping staff identify their place in the new organisation are all parts of planning a smooth transformation.

Possible deliverables:

ITD Operation Model
Which describes the target state of how to operate including domains, capabilities, and functions/processes. Examples for domains are: service management, relationship management, planning, design, develop, and operate. Defined KPI’s will report the improvement and the objective valuation of the model.

Organizational Model
Which describes the main functions like business development, enterprise architecture, engineering/development, and operational delivery. Support functions are HR, Finances, PMO etc. The Model also describes  the governance structure, the roles and their interactions and RACI. Further core processes and their flow across the functions are defined. Use Cases illustrates models functionality and proofs the efficiency.

Maturity Model
Which describes how the effectiveness and efficiency of the operating model implemented is measured within the new organization. With  KPI’s the current maturity is assessed and compared with the target state to visualizing the improvement of the new operating model by means of the maturity objectives.

Transformation Plan
Which describes a high level program plan addressing all change areas in scope of the transformation design. The transformation plan also states how the Management of Change will be implemented (MoC) adressing aspects like culture, mind-set, roles, skills, delivery strategy (service and ITD architecture, sourcing, delivery hubs, workforce strategy).