Building the Next Gen CIOs

Technology for Growth and Governance

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A 9.9 Media Publication

Bridging the talent gap and puttinga smooth succession plan are

imperative for a corporate tosustain optimal performance.

The onus of ensuring thislies on the CIO.

Building the

CiOs

nextgen

NextHorizons

See theTech

TsunamiBefore

the Impactpage 43

BuIldIng aBeTTer

mouseTrappage 23

best ofbreed

Srm canhelp BuIld

no Holdsbarred

revenue models

page 48

editorialRahul Neel MaNi | [email protected]

1 07 June 2011 cto forumThe Chief

TeChnologyoffiCer forum

54 Virtualisation: A game changing technologyCompanies that go in for a highly virtualised environment are poised to better align IT investment with business value, paving the way to 'IT-as-a-Service.'

editor’s pick

long back in August 1998, mcKinsey released a compre-

hensive study (America-centric) on Talent management. The study “War for Talent” became very famous. The crux of the study was: “Companies are engaged in a war for senior executive talent that will remain a defining characteristic of their competitive landscape for decades to come. yet most are ill prepared, and even the best are vulnerable.”

The study also said that com-panies can win the war for talent,

measures to retain its top talent. mcKinsey study stays on

course. There is indeed a war for talent everywhere.

Why would someone really good want to join a job offered by your company?

how will you keep your top tal-ent for more than a few years?

is money the only factor to attract talent or there are other ways to retain great human assets?

Answers to the questions above are vital - specially when keeping talent becomes your biggest nightmare.

in my many conversations with Cio friends, talent reten-tion has emerged one major area of concern. Though money is the single biggest factor for employees to switch jobs, but to me creating and continu-ously demonstrating a great ‘employee value proposition’ is the best way to retain your top

but first they need to elevate tal-ent management to a burning priority. That done, the attention must turn towards how to recruit great talent, and finally develop, develop, develop.

Almost 12 years later in 2010 the phrase “War for Talent” was ditto used by eric Schmidt while speaking at the Web 2.0 Summit. The context was a rumour that said: google is severely hit by brain drain to facebook and to stop that the former is taking extraordinary

talent. right from the process of hiring to grooming and devel-oping to showing them appro-priate growth is what keeps an employee stuck to a company.

This issue’s main feature takes the debate to its next level. We spoke to various Cios about their iT organisation’s hiring and grooming processes. further, we asked them about the element of ‘succession planning’ and developing the gen-next for the coveted role.

i will let the feature do rest of talking. As ever, i will appreciate your feedback.

War for Talent: Is it easy to hire, groom and retain?

2 07 june 2011 cto forum The Chief


june 11

Cover Story

32 | Building the Next Gen CIOs For sustaining optimal performance, an enterprise's CIO has to bridge the talent gap and put a smooth succession plan in place.

COpyrIGht, All rights reserved: reproduction in whole or in part without written permission from Nine Dot Nine Interactive pvt Ltd. is prohibited. printed and published by Kanak Ghosh for Nine Dot Nine Interactive pvt Ltd, C/o Kakson house, plot printed at Silverpoint press pvt. Ltd. D- 107, MIDC, ttC Industrial Area, Nerul, Navi Mumbai- 400706

ColumnS04 | I belIeve: m-Governance Is not about smartphones The last mile remains one of the biggest challenges to deliver services in rural india. By Neel RataN

56 | vIew poInt: the next storaGe war wIll be economIc ledBut most likely technology enabled.

By steve Duplessie

FeatureS50 | tech for GovernancesecurIty and due dIlIGence What diligence is due when you have security flaws? By ChRis Blask

Please Recycle This Magazine And Remove Inserts Before

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3 07 june 2011 cto forumThe Chief


Managing Director: Dr Pramath Raj SinhaPrinter & Publisher: Kanak Ghosh

Publishing Director: Anuradha Das Mathur

EditorialEditor-in-chief: Rahul Neel Mani

Executive Editor: Yashvendra SinghSenior Editor: Harichandan Arakali Assistant Editor: Varun Aggarwal

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Chief Photographer: Subhojit Paul Photographer: Jiten Gandhi

advisory PanElAnil Garg, CIO, Dabur

David Briskman, CIO, RanbaxyMani Mulki, CIO, Pidilite

Manish Gupta, Director, Enterprise Solutions AMEA, PepsiCo India Foods & Beverages, PepsiCo

Raghu Raman, CEO, National Intelligence Grid, Govt. of IndiaS R Mallela, Former CTO, AFL

Santrupt Misra, Director, Aditya Birla GroupSushil Prakash, Country Head, Emerging Technology-Business

Innovation Group, Tata TeleServicesVijay Sethi, VP-IS, Hero Honda Vishal Salvi, CSO, HDFC Bank

Deepak B Phatak, Subharao M Nilekani Chair Professor and Head, KReSIT, IIT - Bombay

Vijay Mehra, CIO, Cairns Energy

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Navi Mumbai-400701, District Thane.Editor: Anuradha Das Mathur

For any customer queries and assistance please contact [email protected]

www.thectoforum.com

42 | next horIzons: the cloud has crashed but…Cios need to evaluate risks and balance them against opportunities in cloud. By iaN Gotts

regularS

01 | edItorIal08 | enterprIse

round-up

advertisers’ index

JUNIPER IFC SCHNEIDER 05,07SAS 11CISCo 13EMC 17,19MICRoSoFT ADvERToRIAl 31IBM IBCEMC BC

This index is provided as an additional service.The publisher does not assume

any liabilities for errors or omissions.

48 | no holds barred: russ hubbard, vp, worldwIde srm sales, safenet, talks about the company’s growth plans and focus on cloud related products.

48

a queStion oF anSwerS

14 | Investing in technology for Business Growth pramodh Menon, Senior Vice president, Cisco India & SAArC talks about the company’s efforts to empower the SMEs and grow their business.

42

14

I BelIeve

currentchallenge

4 07 JUNE 2011 cto forum The Chief


The lasT two years have seen an increase in the penetration of mobile phone services in india. Some government-to-citizen services already exist on different electronic platforms such as the internet, computers and kiosks. government should look at a plan of moving

these to the “m” platform. This would really bring to life the effort put into switching these from man-ual to 'e' services which perhaps has made the switch to 'm' that much easier, by eliminating some of the problems originally faced.

That said, if we tried to deliver e-governance and government-to-citizen services on smartphones, it would have no relevance to the hun-dreds of millions of indians living in villages. The challenge is not with their "iQ level," which is quite fine but with such impediments as lack of applications in local languages, and reading and writing.

Any solution then, would have to be speech and visual-based. Any services that one wants to provide via a direct interface between the government and rural india, or for that matter between businesses and rural india, can't be in hindi alone or in english.

To fully exploit the potential of the mobile phone penetration in the country, m-governance solu-tions have to work on the cheapest of handsets, must be very ame-nable to quick rollouts that build on existing infrastructure, and must catalyse an increased level of public-private engagement.

That catalysis will happen with the government establishing clear norms on which value-added-services pro-viders can develop and offer applica-tions on the m-governance platform that is both beneficial to the citizen users and fair to the vendors.

By Collaborating with, mobile Service Providers, mobile handset manufacturers, Technology Compa-nies and Telecom / VAS operators, for starters, services that are already available as 'e' services can also be made available as 'm' services that predominantly use either the interac-tive voice response system or the sms (short messaging system).

providing e-governance and government-to-citizen services to rural india

The aUThOR has over 21 years of experience in the design and implementation

of e-governance and IT projects.

By Neel RaTaN, Executive Director with PricewaterhouseCoopers,

m-Governance is Not About Smartphonesthe last mile remains one of the biggest challenges to deliver services in rural India.

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advts.indd 54 12/22/2009 2:54:15 PMadvts.indd 54 12/22/2009 2:54:15 PMadvts.indd 54 12/22/2009 2:54:15 PM

LETTERS

WRITE TO US: The CTOForum values your feedback. We want to know what you think about the magazine and how

to make it a better read for you. Our endeavour continues to be work in progress and your comments will go a long way in making it the preferred publication of the CIO Community.

Send your comments, compliments, complaints or questions about the magazine to [email protected]

WhaT aRE ThE aTTRIbUTES Of a gOOd CTO? WhaT aRE ThE pREREqUISITES fOR a CTO ROLE ?

I see the CTO's role as that of a technology leader bridging the gap between the commercial requirements of the enterprise and the technology support of those requirements. An effective CTO should be able to guide the efficient implementation of IT strategy of the business.RIChaRd WaRd, Head of Technical, WIN Plc

IT Needs a ‘Value ParadIgm’

“With IT acquiring an increasingly central and strategic role, the CIO finds himself tasked with integrating IT governance into enterprise governance.”To read the full story go to: http://www.thectoforum.com/content/it-needs-a-%E2%80%98value-paradigm%E2%80%99

CTOf Connect If you dream to become a successful CEO, you have to embrace the changes required for that position, says Sanjay Sharma, Advisor - IT, IDBI Ltd & Managing Director & CEO, IDBI Intech Ltd. in an interview with Rahul Neel Mani & Yashvendra Singh.http://www.thec-toforum.com/con-tent/throw-your-ego-out-window

OpiniOn

Baiju Gujarathi Vice President, rePro india Ltd.

CTOforum LinkedIn groupJoin close to 700 CIOs on the CTO Forum LinkedIn group

for latest news and hot enterprise technology discussions.

Share your thoughts, participate in discussions and win

prizes for the most valuable contribution. You can join The

CTOForum group at:

www.linkedin.com/

groups?mostpopular=&gid=2580450

Some of the hot discussions on the group are:The Cloud is all air and no substance

Do you think cloud is going to die a quick death of SOA

or is it going to make big headway into the enterprise? Is

it old wine in a new bottle? What does it lack in making a

convincing case?

Its real and all about today and tomorrow.

However, you have to bring it back to a realistic service

that gives tangible benefits.

There are a great deal of 'cowboy' stories and not many

who really understand it.

—Ronald Kunneman, Director at Digitra

The new face of IT is experienced in our personal exposure.

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30 21 MAY 2011 CTO FORUM THE CHIEF

TECHNOLOGYOFFICER FORUM

COVE R S TORY L E A D E RS H I P

TheNextSelfScripts

CEO

The CIO has become the CEO. And he is ready to usher in changes in his organisation and in the role of his CIO.

tories on how, when, and if a CIO can become the CEO have been done to death. It is time we explored new possibilities. Imagine a scenario wherein the tables have turned, a situation wherein the CIO is the CEO. From sitting on this side of the table, the CIO has now shifted to the other side. He has finally got the high chair he had always aspired for.

But occupying the hot seat is one thing, running a profitable business is another. From the new CEO’s perspective there could be certain changes he would like to bring in his organisation. As he has been a CIO in the past, and now wields the power, he would also love to alter the existing profile of his CIO.

We touched base with some of the “CIOs-turned-CEOs” to know what changes they would bring in their organisation and in the profile of their CIOs to run a successful business.

INDEX 32 | In The CEO's Shoes 34 | Self Scripting36 | Throw Your Ego Out

of the Window 39 | The CEO's Wish List

SIT Needs a‘Value Paradigm’

PAGE 04

I BELIEVE

Brocade Isn’t Just a Fibre Channel CompanyPAGE 46

NO HOLDS BARRED

SECRETS OF IT VENDOR MANAGEMENT PAGE 14

BEST OF BREED

THE NEXTCEO SELFSCRIPTS

A 9.9 Media Publication

Volume 06 | Issue 19

May | 21 | 2011 | 50Volume 06 | Issue 19

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Technology for Growth and Governance

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Enterprise

Round-up

FEATURE InsIdE

McAfee and Brocade Announce Results

of data Centre security study Pg 10

Software piracy rate in india in 2010

EMC And Cisco Launch Cloud Experience Centres Initiative to help customers accelerate transition to private clouds.EMC has extended its collaboration with Cisco by jointly launching their Cloud experience Centres in Bangalore. The twin facilities are located at the emC Centre of excellence and at the Cisco globalisation Centre east, creating a lab that provides indian cus-tomers with an opportunity to experience the benefits and reliability of cloud-based iT infrastructure.

According to iDC, while14% of indian organisa-tions are already using cloud computing, another 76% are looking to consider cloud computing at least after six months. The twin Cloud experience Centres aim to accelerate customers’ transition to an agile cloud-

based infrastructure by enabling proof-of-concepts and helping them experience innovative solutions to some of their critical business challenges.

in addition, emC and Cisco will work together to engineer solutions for the indian market. These would include reference architectures which can be tested for reliability, security and scale, as well as cross training for engineers and partners on their respective technologies and solutions.

The opening of the Cloud experience Centres is expected to enhance and reinforce emC and Cisco’s position as providers for cloud infrastructure in india.

64%dATA BRIEFIng

— Business Software Alliance

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A dutch researcher has discovered that he could convert most of the data within Google Profiles into a single SQL statement and expose, among other data, the usernames and gmail addresses of some 35,000,000 people.

QUICk ByTE on FInAnCIAl

Lte is the future for indian Broadband 4g using lTE is the ultimate future for broadband.

AMRu Chavez, group Chief Technology officer at etisalat said, “lTe is faster, newer and more efficient than other technologies and has a clear roadmap to enable almost unlimited capacity. Consumer demand for broadband services and capacity continues to accelerate and only technologies which are scalable will be able to support the future demand for online content such as video, social media, gaming and business services.”

etisalat’s group Chief Technology officer continued to explain some of the advan-tages that lTe provides over 3g and fiber technologies and in particular, how at higher capacity rates lTe is a much more efficient technology than 3g and hSPDA.

“lTe is an optimum solution to provide high speed broadband connectivity in high density areas, such as cities and commercial hubs. it is a proven technology that is capable of providing highly reliable and secure connectivity which delivers a superior experience for the consumer and business alike. it is also faster to deploy than fiber and future proofed to ensure long term return for investors,” Chavez continued.

he then provided case study examples from etisalat’s experiences in deploying lTe in Saudi Arabia and the uAe. These are both countries which are globally recognised as leaders in broadband services for both fixed and wireless technologies.

Announcing new Android based handsets, Motorola Mobility CEO Sanjay Jha recently talked about how consumers dominate the enterprise mobile handset buyind decision, highlighting the importance of con-sumerisation of IT.

—Sanjay Jha,

CEO, Motorola Mobility

“Sixty percent of what ends up in the enterprise is bought by a consumer. So it's really the consumer that takes these phones into work with them.”

they Said it

Sanjay jha

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McAfee and Brocade Announce Results of Data Centre Security Study Challenges for application and network security highlighted.

McAfEE has announced the results of a commissioned study conducted by network World on behalf of mcAfee and Brocade. The study, which surveyed 100 iT profes-sionals and security decision makers in north American companies with 500 or more employees, found that iT departments are now turning to virtualisation, with half of the respondents having either implemented or are planning to deploy private clouds.

yet, as organisations continue to progress down the path of implementing virtualisation and cloud computing, they are facing inher-

ent challenges that arise when applications are decoupled from the physical resources they rely on, introducing new obstacles such as traffic bottlenecks, inconsistent network policies and security loopholes.

The survey shows that 62 percent of respondents are planning or engaged in data centre upgrades, many due to increased use of virtualisation. Additionally, 29 percent of the respondents report that scaling server virtualisation is a concern and 32 percent report that bandwidth and traffic engineering are pressing issues. The

20 million mobile users in UK, France, Spain, Germany and Italy accessed their bank account via a mobile phone in March 2011.

results show that virtualisation comes at a cost and that traditional networking archi-tectures are not always best-suited to handle the demands of a virtualised environment. Application security can fail when subjected to data centre-wide server virtualisation and application mobility.

“Companies investing in full scale virtu-alisation are now running into network and security challenges,” said rees Johnson, senior vice president and general manager for network security, mcAfee. “existing data centres have to be upgraded for the strin-gent demands of virtualisation. Brocade and mcAfee have partnered to address the key roadblocks for data centre virtualisation, providing new ways to ensure agility and efficiency in the network while providing comprehensive security services.”

respondents view targeted attacks and security breaches as the biggest threats to the next-generation data centre. When asked to rate security challenges, 77 per-cent rate threat protection (i.e., intrusion prevention) as “critical” or “important”. Twenty-six percent view targeted attacks as their biggest concerns and 24 percent think security breaches are their biggest concerns. however, although half are relying on the same security model for virtualisation they used with physical servers, 18 percent have not decided this is the best approach when securing virtual servers.

“Virtualisation, especially in the context of private clouds, introduces unique operational and security challenges,” said Johnson. “The ability to move virtual machines is essential to creating flexible virtual data centres, yet this same flexibility introduces operational com-plexity and makes it much more difficult to maintain traditional trust boundaries.”

in the survey, 40 percent of respondents said that moving virtual machines is chal-lenging because it introduces operational complexity and 25 percent indicated a con-cern with securing trust boundaries.

Both private and public cloud comput-ing architectures rely on the virtualised data centre to deliver increased business agility and scale. however, as the survey illustrates, the virtual data centre has cre-ated a new set of challenges for application security and networking design.

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worldwide Server Shipments Grew 9 percent revenue increased 17 percent in the Q1, 2011.

deSktop virtuaLiSation

ncomputing's virtual desktop

solutions have been selected

to supply a massive computer edu-

cation programme in rajasthan.

the programme involves deploying

computer labs in 2,000 secondary

schools throughout 33 districts in

the state to give computer learning

and information technology access

to lakhs of schoolchildren.

each of the schools will have

a 10-seat computer lab, made

possible by attaching ncomput-

ing X550 virtual desktop devices

and vspace desktop virtualization

software to a Pc. 4.2 lakh ncom-

puting virtual desktops are already

deployed in major state education

projects in andhra Pradesh, bihar,

Punjab and maharashtra; as well

as many private education institu-

tions throughout India.

technology providers compu-

com and Pearson education ser-

vices are involved in the roll-out

of this deployment. said shri s

K surana, managing Director,

compucom, “the combination

of ncomputing's shared comput-

ing solutions with our education

services could be easily replicated

for public and private educational

institutions across the state.”

srikanth Iyer, coo, Pearson

education services said, "Work-

ing with ncomputing we have

been able to resolve the challenge

of affordable access to computing

for government schools in rajast-

han, especially in rural and under-

served areas.”

STRATEGY In the first quarter of

2011, worldwide server shipments

grew 8.5 percent year-on-year, while

revenue increased 17.3 percent,

according to gartner, Inc.

"the first quarter continued

a quarterly trend of year-on-year

growth in both shipments and ven-

dor revenue," said Jeffrey hewitt,

research vice president at gartner.

pERSiSTEnT Systems has signed up a definitive agreement to acquire Agilent Technologies’ soft-ware marketing and development business based in grenoble, france. Subject to customary closing conditions, the acquisition is expected to be final by August 1, 2011.

Persistent Systems’ acquisition of Agilent’s software marketing and development business in grenoble will contribute to the Company’s strate-gic thrust in the life sciences and healthcare mar-

persistent Systems to acquire french firm Will contribute to the company’s thrust in the life sciences and healthcare markets.

FACT TICkER

"all regions showed growth in both

shipments and vendor revenue,

with the exception of Japan.”

"x86 servers forged ahead and

grew 8.6 percent in units for the

year and 17.5 percent in revenue. Fol-

lowing earlier trends, the x86-based

server market provided an increase

in average selling prices that pushed

revenue higher than shipments, and

this was the case in the first quarter

for all regions," hewitt said. "rIsc/

Itanium unix servers finally exited

their slump and grew 5.2 percent

in shipments and 20.7 percent in

vendor revenue, compared with the

same quarter last year. the "other"

cPu category, which is primar-

ily mainframes, showed a growth in

vendor revenue of 19.6 percent."

From the regional standpoint,

eastern europe grew the most signif-

icantly in shipments with a 21.1 per-

cent increase. eastern europe also

posted the highest vendor revenue

growth at 36.0 percent for the period.

kets. The Agilent business is presently focused on supplying data acquisition and control software for scientific instruments to the life sciences, environmental, energy, applied research and other markets. The efforts of this business will further bolster Persistent’s growing life sciences domain expertise, which includes more than 40 life scienc-es domain experts and more than 500 software professionals working on services supporting laboratory instrumentation, bioinformatics and chemical informatics projects for leading compa-nies in the life Sciences and healthcare markets. With this acquisition, Persistent’s life Sciences and healthcare team will be further strengthened with the addition of Agilent’s highly experienced team in grenoble.

“Agilent and Persistent have had a strong busi-ness relationship for more than 10 years,” said Bruce von herrmann, vice president and general manager of Agilent’s Software & informatics Business within its life Sciences group. “As Per-sistent becomes a global player in life Sciences, incorporating the grenoble team will provide Persistent with a presence in europe, while their growth plans will provide new entrepreneurial opportunities for this talented team.”

upon the completion of this transaction Persis-tent will establish a life Sciences Centre of excel-lence (Coe) in grenoble, france for the purpose of expanding into the european market. The new Coe will leverage Persistent’s expertise in the areas of life sciences and software development to bring in new solutions and services to these important markets. The new Coe will also provide Persistent an important platform to better lever-age its corporate technology position in areas like Cloud, Analytics, mobility and Collaboration.

“My selection into theNEXT100 list has helped immensely... It provided me with visibility and

gave me confidence. The communication that went to my immediate superior

ensured recognition.”SANJAY PATANKARGodrej Infotech Ltd.

General Manager

NEXT100 AWARD

RECIPIENT2010

“NEXT 100 GOT ME VISIBILITY& RECOGNITION...”

DO YOU WANT TO BE NEXT?NEXT100 aims to identify India’s top 100 senior IT Managers who have the skills, talent and the spirit to become CIOs. The NEXT100 programme engages with thousands of aspiring CIOs like you, giving them an opportunity to demonstrate their techno-commercial, managerial and leadership skills--and engage with a prestigious committee of CIOs--to support their candidacy.

NEXT100 awardees will be profiled in the NEXT100 book which will be sent to India’s top 1000 CIOs. It is now your turn to rise above the rest. Your turn to call the shots. Your turn to BE THE NEXT100.

If your answer is “YES!”, then we invite you to participate in NEXT100, an annual awards programme from IT NEXT.

WATCH OUTFor the launch of

NEXT100, 2011 on

21st June, 2011 at

www.itnext.in/next100

Event By Powered By

A Q u e s t i o n o f An swe rs PE RSO N ' S N A M E



Targeting SMBs: Cisco is building the entire range of SMB-focused products and solutions from ground-up.

15 07 JUNE 2011 cto forumThe Chief


PR A MO d h M E N O N A Q u e s t i o n o f An swe rs

PraModh Menon | CiSCo india & SaarC

Small and Midsize companies form a large part of India’s business landscape. These businesses are looking for cutting-edge technologies to leapfrog to the next level. CTO Forum spoke to Pramodh Menon, Senior Vice President, Cisco India & SAARC about the company’s efforts to empower the SMEs and grow their business.

Ever since making a $100 million investment in SMB-

specific resources in 2008, Cisco has been continuing to expand its portfolio of products, services and financing options for small business. Have you come across some typical challenges in that market segment?most significant challenge that SmBs face in india is related to financing for technology investments. given the considerable capital required for integrating technology with business, SmBs agree to invest only when they are thoroughly convinced of its value

add and direct benefits to their busi-ness. often SmBs settle for scaled down versions of enterprise-class products where they end up paying for features they may never use. This not only leads to higher integration costs, but also requires more quali-fied manpower for maintenance. Another key challenge they face is the lack of quality manpower and resource to help maintain and man-age the technology they adopt and integrate into their business.

for Cisco, SmB is the fastest grow-ing market, and as a part of our commitment to it we took all these

challenges into consideration while building the entire range of SmB focused products and solutions from the ground-up. We made a conscious decision to not offer scaled-down versions of enterprise-class products and solutions to SmB customers. Today we have an array of products that makes Cisco a one-stop-shop for SmBs and we continue to innovate and provide solutions that will ben-efit the SmBs.

recently, Cisco announced two new purpose-built unified communications solutions for small and mid-sized businesses.

Investing inTechnology forBusiness Growth



A Q u e s t i o n o f An swe rs PR A MO d h M E N O N

These new Cisco unified Communications offerings provide customers in these distinct market segments with complete, affordable, business-class collaboration systems to help drive productivity and profitability.

To help SmBs manage finances for technology investments, Cisco’s financing division, Cisco Capital, offers options for periodic payments that takes away the pain of making a one-time payment.

Your competitors have always painted you as ‘out

of touch’ with small business and ‘too expensive or too much enterprise-level products’ pushed down to small and mid-sized businesses. How has this changed? What are the new SME-specific offerings?Cisco set up the SmB business in 2004 and since then has invested over $3 billion in r&D to develop customised products and solutions for SmBs that are affordable and easy to use. Today, we offer complete end-to-end solution for small busi-nesses. This segment also happens to be the fastest growing for Cisco globally and in india.

looking at the results of the research we conducted a few years back, we realised that the SmBs too have business requirements similar to that of a large enterprise, pro-vided they are manageable, scalable and can be easily installed. This resulted in a range of products and services with plug’n’play capabili-ties that enable easy installation and minimal post deployment management, making it possible for SmBs to manage their own net-works and infrastructure.

our SmB portfolio consists of technologies for Switching, rout-ing, Security, Data centre, Digital media Systems, TelePresence, uni-fied Communication and collabora-tion tools, iP surveillance, Wireless and Video. Additionally, our recently launched managed Switch prod-

be attributed to the fact that by communicating over TelePresence or Webex, businesses are able to minimize overhead and maintenance costs, in addition to huge savings in travel related expenses. To date, Cisco personally has saved $835 million in travel costs by conducting meetings over TelePresence.

Keeping this development in mind, Cisco last year introduced a series of products and service offerings designed to make Cisco TelePres-ence and video collaboration more affordable, simpler to manage under a common architecture, and more available through cloud services.

Video has also provided business-es with a new tool to collaborate effectively, without compromising communication at a personalised level and simultaneously improv-ing productivity. These tools also enable organisations to optimise their resources and gain a competi-tive edge.

uct series (300) has been very well received in the indian market.

All of Cisco's major SMB product categories seem to

be growing and they're seeing increasing demand for niche specialties such as physical security and video, including WebEx. What makes this possible? What are some of those changes from the demand side?Video has definitely moved beyond our TV sets and has completely changed how we communicate at home and at a business level. over the past one year we witnessed a phenomenal shift in demand for collaboration tools as more and more consumers and businesses accelerated their adoption of video into their communication mix. in fact about 50% of the entire current internet traffic is video-based and we foresee this number increasing to 90% by 2013. This shift can

“Cisco set up the SMB business in 2004 and since then has invested over $3 billion in r&d”

The biggest challenge for

SMBs in India

is to get finance

for technology

investment.

SMBs lack

quality manpower

to manage

and maintain

technology.

The new products

launched by

Cisco address

the changing

needs of SMBs.

ThIngS I BElIEvE In

NEXT100 AWARD

RECIPIENT2010

“Winning the NEXT100 award was a matter of great

pride and privilege. It has helped me recognise the potential that I have. The award has made me stand out among the multitudes of working executive

managers. Now I am confident that I will be the harbinger

of a positive change...VINAY VERMASenior Manager

Panasonic AVC Networks India Co. Ltd.

“I NOW STAND OUT AMONG OTHERS…”





NEXT100, 2011 on

21st June, 2011 at


Event By Powered By



A Q u e s t i o n o f An swe rs PR A MO d h M E N O N

SME is a different market. The products, therefore, need to be

adaptable and easy to deploy. What has Cisco done to ensure this in both its Networking and SME storage portfolio? At Cisco we understand that small busi-nesses have a lot of business-critical data and we have seen an increase in demand from small businesses for solutions that will help them better manage their storage needs, provide security, encryption, speed, and flexibility at the same time.

To help small businesses respond to the dramatic growth of electronic information and meet their evolving storage needs, Cisco last year launched Cisco Small Business nSS 300 Series Smart Storage, a family of affordable, easy-to-use desktop network storage solutions with integrated business applications. The Cisco Smart Storage family provides end users with an integrated, highly secure method to store and share critical business data. Designed specifically for small businesses with fewer than 100 employees, Cisco Smart Storage further highlights Cisco's focus on delivering the

affordable, easy-to-use technology small businesses need to drive productivity and growth.

Cisco is also continuously working to improve and innovate for small businesses to help them meet their evolving network-ing needs. earlier this year we added new networking, security and storage products to our "Connect" and "Secure" small business portfolios. These new products will enable small businesses to quickly, easily and more securely connect employees and devices with the content they need, wherever they need it and whenever they need it. under networking, we launched Cisco rV220W, that connects easily to the internet, other locations and with employees working remotely. With fast access to large files and multimedia applications, this router helps small offices stay productive.

The services end of Cisco's small-business focus has similarly

evolved. I believe it is structured differently than other services organisations within the company. How does it help the SME users?

interesting thing to note is that SmBs are adopting services strategy a lot faster than enterprises. Small businesses need to keep their network operating and their company competitive. By choosing from our customised service plans, SmBs can meet their changing needs. our sup-port services include expedited hardware replacement, software updates, online chat support, access to our Small Business Support Center as well as peer support via contacts with the Small Business Support Community. Additionally, the services arm of our business enable SmB’s achieve greater profitability and differentiation with customised solutions.

We also provide Smart Care Services that focus on applying intelligence in the customer’s network and help deliver comprehensive network maintenance and support. for instance keeping in view SmBs limited iT resources, Smart Services proactively monitors the network, shares critical feedback when something goes wrong in addition to insightful information that can be used to enhance network performance.

advts.indd 56 12/22/2009 3:02:47 PM

“The NEXT100 book was great...some top CIOs recognized

me in seminars, and congratulated me on my achievement...the

recognition has definitely accelerated my chances of

becoming a CIO.”DEEPAK AGARWAL

Deputy General ManagerIndian Oil Corporation Ltd.

NEXT100 AWARD

RECIPIENT2010

“TOP CIOs RECOGNISE ME…”





NEXT100, 2011 on

21st June, 2011 at


Event By Powered By

20 07 June 2011 cto forum The Chief


Best of

Breed

Business teams find collaborative tools such as microsoft’s SharePoint invaluable for tasks such as sharing documents and ideas, maintaining version control of work product, and

creating everything from new products to document workflows. however, as we saw with the exponential growth of email in the early 2000s, in the absence of

Prolific sharePoint sites Undermine GovernanceCIOs and GCs need to invest together in modernising their information governance practices. By Jake Frazie

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Identifying Information That Really Matters Pg 25

sound policies and controls to enforce those policies new productivity tools can quickly grow out of control.

Today, companies are finding themselves swim-ming in SharePoint sites much as they have with overgrown email servers and PST (and nSf) files. According to KmWorld the number of SharePoint user licenses is more than 130 million, and accord-ing to a global360 survey, 97 percent of organisations

decline in india's Printer, coPier and MFP Market in q1, 2011

2.5%DaTa BRIefInG

Building a Better Mousetrap Leaders today require a mixed approach. Pg 23

feaTuReS InSIDe



i n f o r m at i o n g ove rn a n ce B E S t o f Br E E D

will eventually use SharePoint. Clearly, SharePoint is here to stay and must be dealt with. The key to managing SharePoint team sites, as with all electronic information, is the disposition (e.g., deletion) of information once it no longer has business value and is not subject to a litigation hold or regulatory retention requirement.

To accomplish the defensible disposal of information, including information in SharePoint sites, companies must put in place and enforce a record retention policy that recognises the three major reasons to keep information: business value, regula-tory requirements and legal holds.

According to the Compliance governance and oversight Council (CgoC) informa-tion governance Benchmark report, large organisations seem to be aware of this prob-lem but are not able to overcome the chal-lenges. Specifically, the study states that 85 percent of organisations include electronic information like that housed in SharePoint in their document retention policies; how-ever, 77 percent noted that their policy is not currently “actionable” with regard to elec-tronic information.

“Today, virtually all corporate information is managed by iT in its original form and its many duplicates, yet the survey showed that legal holds and retention management prac-tices still function as if information is simply physical records managed by records per-sonnel and general employees,” said Deidre Paknad, CgoC founder and president & Ceo of PSS Systems, an iBm company. “The survey also showed that while legal executives are well aware of the risks, they have yet to bring the Cio to the table. As data volume continues to rise, so does cost and risk – it’s imperative that Cios and gCs

recognise that they share responsibility and invest together in modernising their infor-mation governance practices to enable rigor-ous compliance and defensible disposal.”

Understanding the problemimagine a team of marketers at a pharma-ceutical company preparing for a launch of a new drug. The marketing team generates a glut of marketing materials, including bro-chures, magazine and television advertise-ments, magazine inserts, warning labels, etc. But many other departments need to access this material. for example, research-ers and subject matter experts as well as regulatory and compliance officials need to review text and messaging, while internal and external media teams must adapt the material to the needs of their specific ven-ues. in most cases, such a launch results in dozens of SharePoint sites, but for the purposes of this example, we can consider it as a single site.

Without SharePoint (or another collabora-tive document management tool), numer-ous in-person meetings would be necessary, with significant time and money invested in bringing teams together. Also, dozens, hun-dreds or even thousands of emails would be sent back and forth as copy and graphics are created and reviewed. Days and weeks would be lost to delays, confusion over ver-sions, and unnecessary rework.

instead, a SharePoint site can be set up that provides team members with specific access only to the content they need to see. each version can be “locked” while the next reviewer is reviewing the document to ensure proper version control, and notifica-tions can be sent to the next reviewer when it is their turn to review a given document.

The benefits go further than these busi-ness process advantages. gigabytes of email traffic can be avoided, as well as the top-tier storage of hundreds of multi-megabyte attachments, such as PowerPoint presenta-tions, that often have only minor changes from version to version. from a security standpoint, all these “loose” copies would not be created, and teams would access the material from a secure site requiring the proper credentials.

Because the launch is a critical business objective, the team’s request for SharePoint sites is taken very seriously, and iT fulfills the request quickly. Setting up a site is rather straightforward from a technical standpoint, and the licenses for SharePoint are “free” or at least relatively inexpensive.

So far, so good.however, what happens to the SharePoint

site after the drug is launched? What about when the product has reached end-of-life? how does iT know when it can “shut down” the site, and what will be done with the docu-ments in the site? What about the wiki’s and blogs and other structured content? What is the total cost to iT of owning all this content? The retention policy may actually answer these questions, but as the CgoC study illustrates, the more important question is how the policy will actually be enforced.

The reality today is that inactive team sites are sitting indefinitely on top-tier storage. They are being backed up every day and rep-resent tremendous latent risk as one day a future document request could require them to be reviewed by outside counsel for privilege.

the solutionThe CgoC’s report outlines a roadmap to better information governance. The report

The reality today is that inactive team sites are being backed up everyday and represent tremendous latent risks as one day a future document request could require them to be

reviewed by outside council for privilege.



B E S t o f Br E E D i n f o r m at i o n g ove rn a n ce

notes that 30 percent of respondents are well on their way. how were these organisations able to bridge the gap between what the policy states and how to make it actionable?

The first step is executive support. To quote one of the CgoC’s survey respon-dents, “executive support is a muST to move forward with information gover-nance.” one tried-and-true method to gain executive support is to “scare them straight.” fortunately (or perhaps more accurately, unfortunately), there are myriad examples of companies in almost every industry that have had a very painful and public “root canal” from an e-discovery standpoint. Some research to find if one’s own company, or a close competitor, has had such a procedure forced upon it is well worth the time and effort. it is then easy to prepare a very short presentation outlining the legal and Pr risks to the organisation when proper information governance poli-cies are not in place – and followed.

in fact, several executives also have skin in the game. for example, the CSo’s office will benefit from tightened governance controls via reduced data leakage of trade secrets and other proprietary information. The general counsel is obviously a key ally and co-present-er, as well. Cios and CTos may be the top beneficiaries, though, for several reasons.

And, while SharePoint is often consid-ered to be “free” (or almost free), and from a licensing perspective this is reasonably accurate. however, microsoft SharePoint Server (mSS) licenses for housing the data, the top-tier storage they sit on, and the addi-tion of time to the daily backup window, carry steep costs.

As soon as executive sponsorship is established, the next critical step is creating a cross-functional taskforce or governance committee. in the CgoC survey, 57 percent of respondents noted that they have such a committee in place. This step is not overly difficult. As representatives from the CTo’s office, the Cio’s office, the gC’s office, the CSo’s office, and other departments such as hr and records man-agement all come together and communicate, they can quickly find that their respective inter-ests are aligned.

for example, the software that helps facili-tate the archiving of important data (which allows a SharePoint site to be shut down) also has tremendous benefits for how the data is stored while a SharePoint site is alive. external Blob Storage (eBS) is one data management capability built into SharePoint that can yield tremendous savings in mSS licensing, and remote Blob Storage (rBS) is a great vehicle for archiving content once a site can be decommissioned. rBS can deliver reduced technology spend and sound information governance as the document retention policy can “take over” managing the information once it’s archived.

Another approach is to use the current records management repository to sit “underneath” SharePoint to apply gover-nance and retention policies in a transpar-ent and seamless way for sites that are, for example, going to be used indefinitely.

These are just a couple of examples of how a document retention poli-cy can be applied to SharePoint, but given the technical nature of the solutions suggested above, it is clear that legal and records management cannot achieve this without very close collaboration with the Cio’s or CTo’s office. A cross-functional task force with executive sup-port is the foundation of infor-mation governance.

don’t reinvent the wheelif you’re ready to ensure that the prolifera-tion of SharePoint sites won’t undermine your organisation’s information governance efforts, here are three resources to help you define a vision and roadmap, develop the necessary processes, skills, and cooperation with iT, and enable change management for instituting rigorous compliance in concert with defensible disposal:

CgoC - The CgoC Council is a corpo-rate practitioners’ community with 800 members in legal, records management and iT functions from global companies. CgoC holds meetings throughout the year, publishes benchmark reports, papers, and online reference library, and provides a professional network. The CgoC Bench-mark report on information governance is important reading for anyone focused on unifying processes across legal, records and iT functions to lower risk and cost.

Information Management Reference Model (IMRM) - This model is promul-gated by the electronic Discovery reference model (eDrm) organisation in recognition that the vast majority of e-discovery cost and risk arises from a company’s inability to dispose of data in the routine course of busi-ness. www.edrm.net.

information governance Process maturity model – This model helps companies assess their current governance process maturity and determine the levels of risk and costs associated with current practices and pro-cess improvement.

—Jake Frazier has built his career around helping

legal departments and law firms identify, evalu-

ate and implement information governance and

e-discovery policies and solutions. In his role

with Huron Legal, he advises companies across

sectors such as oil & gas, energy, healthcare, and

financial services. In addition, he is also a faculty

member of CGOC, he participated as a founding

member of the Electronic Discovery Reference

Model (EDRM), and is a member of the Sedona

Conference Working Group. Prior to joining Huron

Legal, he was senior director of Information Gover-

nance and eDiscovery at EMC Corp. Jake can be

reached at [email protected].

—This article appears courtesy www.cioupdate.

com. To see more articles regarding IT manage-

ment best practices, please visit CIOUpdate.com.

57%respondents

are planning to

create a cross-

functional

taskforce.

Prepare a short presentation outlining the

legal and Pr risks

when proper information

governance policies are not in place.



m a n ag e m e n t B E S t o f Br E E D

Building a Better MousetrapLeaders today require a mix of perspectives, thinking and management framework. By Faisal Hoque

Anyone who has watched a Vietnam war movie has seen the m113 tracked troop carrier. The squat, boxy vehicle that looks

like a tank without a gun was the united States’ armored personnel carrier of choice for much of the Cold War era. it was flexible, able to traverse rough ter-rain, afford a dozen or so troops protec-tion from small arms fire, mines and small projectile weapons, and could even float for water crossings.

it was a proven, dependable workhorse still in use today with nations all over the world.

As weapon systems advanced and the Soviet threat continued to evolve through the 1960s and 1970s, the u.S. military decided it needed a replacement for the m113 APC. What it desired was a faster, more maneuverable vehicle for the battlefield of the future. That was the conception of the m2 Bradley fighting Vehicle, named for World War ii general omar Bradley who played an instrumen-tal role in liberating europe and defeat-ing nazi germany.

Bradley, who served under general Dwight eisenhower and commanded general george Patton, was known for being a pragmatic and disciplined leader who deftly managed the battlefield and acted in the best interest of the com-il

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mon soldier. The Pentagon’s choice to memorialise the new APC after Bradley would ulti-mately prove ironic given the mismanagement of the entire development program.

The Army and marine Corps had two simple requirements for the Bradley: protecting soldiers and speed to keep up with the new 50-ton m1 Abrams tank, which flew over the terrain at 60 miles per hour. upsetting the plans were innovations made by the Sovi-et union, which in the 1970s introduced an armored per-sonnel carrier known as BPm infantry fighting vehicles. These weapon systems had the armor of a conventional personnel carrier, plus the speed of a scout vehicle and a weapon slightly bigger than a large caliber machine gun.

The Soviet’s BPm deployment greatly distressed the Pentagon. Some people would say it gave the Pentagon just the excuse it needed to turn the Bradley over to its corrupt, inefficient and wasteful procurement system.

Planners submitted a series of change orders to modify the Bradley to counter the Soviet threat and perceived capabilities. on top of its original requirements, the Bradley was given a 20-mil-limeter gun for firepower and a ToW anti-tank weapon giving it the ability to take on the Soviet T-72 and T-80 tanks, which outnumbered nATo forces by five to one. everything seemed per-fect, except for a few things. The Bradley’s thin aluminum armor didn’t provide the strength to stand toe-to-toe with a Soviet tank. The addition of guns made the Bradley taller, negating its use as a scout vehicle. its heavier weight made water-crossing operations impossible without the addition of a complicated floatation sys-tem. And the weaponry and ammunition took up so much space that the vehicle could only carry five or six troops, limiting its utility as a personnel carrier. Worse, the military never field-tested the Bradley prior to deployment in 1983. A combina-tion of weak armor, poorly placed fuel tanks and high profile made it highly susceptible to detection and destruction. it wasn’t until 1985 that the first live-fire tests reveal serious protection deficiencies. And problems with the swimming system led to several soldiers drowning during training exercises.

Testing and post-deployment experiences forced the Pentagon to spend billions of dollars in retrofits to give the Bradley “improved survivability.” With a development cost greater than $10 billion, an average unit price of $3 million a piece, and a post-deployment improvement price tag of $5 billion in

improvements, the Bradley is one of the Pentagon’s greatest blunders of all time.

Lesson learnedDismissing the Bradley as mili-tary and bureaucratic ineptitude is easy. in fact, it’s a classic example of what happens when you put technology ahead of the objective. Pentagon brass was so enamored with what they could do with the weapons and machinery that they overlooked the practical implications of their decisions.

While Bradley project manag-ers and Pentagon procurement officers believed they were acting in concert, the reality was a lack of communications motivated by a blinding desire to field a new system. While

military and government procurements are distinctly unique compared to project and operational management in the private sector, the lesson of the Bradley is the need for convergence and placing the mission objective ahead of the technology.

even the best intentions of the best leaders can leave the organi-sation befuddled. Perhaps, however, we should cut them some slack. leaders today are charged with creating organisations that are agile and resilient, global in perspective yet sensitive to a single customer whim, constantly adding new ventures while per-fecting the old, and assessing a glittering array of new technolo-gies while holding the line on spending.

many challenges stand in the way of government, businesses and corporate leaders, and overcoming these challenges requires new perspectives, thinking and management framework that come together in a focused plan of action. Some of these manage-ment framework and tools will be used by the C-suite, others by project teams, but their efforts will mesh together and unify the enterprise top to bottom in its decision-making and execution. This is business-technology management convergence.

—Faisal Hoque is an internationally known entrepreneur and

author, and the founder and CEO of BTM Corp. BTM inno-

vates business models and enhances financial performance

by converging business and technology with its products

and intellectual property. His previous books include Sus-

tained Innovation and Winning The 3-Legged Race. His

latest book, The Power of Convergence, is now available.

—This article appears courtesy www.cioupdate.com. To

see more articles regarding IT management best practices,

please visit CIOUpdate.com.

15%decline in spam

volumes after

rustock Botnet

was taken

down.

Leaders today are charged with creating

organisations that are agile and resilient, global in perspective

yet sensitive to a single customer whim,

constantly adding new ventures while perfecting the old.



m a n ag e m e n t B E S t o f Br E E D

Identifying Information that really MattersDecision-makers need the right amount of information in the right format at the right time. By larry BonFante

lately there has been a great deal of focus on the topic of business intelligence, and with good rea-son. Being able to separate key information from the moun-

tains of data we all collect in our organisa-tions is critical. even more critical is being able to provide our key decision-makerswith the right amount of information in the right format at the right time so they can make intelligent strategic decisions.

So how, exactly, do you pull this off? give me three minutes to explain

i am a big believer in the “power of three” approach when it comes to delivering criti-cal information to key executives. “now wait a minute,” you’re probably saying. “i have hundreds of pertinent data elements that reside in multiple databases. how do you expect me to limit this to three?”

my experience has been that providing people with too many data points and too much information is just as bad as not providing enough. While there’s no doubt there’s many data that are germane to running a business, you should limit how much of it you provide to your executives. Keep it to three key elements, and commu-nicate with them to determine which three data points make the most sense.

let’s look at a practical example. one of the most strategic initiatives at the uSTA these days is our 10 and under Tennis program. The focus of this effort is on providing chil-dren with the right-sized equipment, balls and courts to allow them to have early success -- and fun -- playing tennis. The easier it is for them to learn the game and to feel competent at it, the more fun they will have and the more likely they will be to continue to play.

There are countless metrics that could

3 .Do they have endless patience to find the hidden treasures in the data?right. i didn’t think so.in the end, perhaps it all comes down to

a practical application of Albert einstein’s “Three rules of Work: out of clutter find simplicity; from discord find harmony; in the middle of difficulty lies opportunity.”

—Larry Bonfante is CIO at the United States

Tennis Association and founder of CIO Bench

Coach, LLC, an executive coaching practice for

IT executives. He is also author of Lessons in

IT Transformation, published by John Wiley &

Sons. He can be reached at Larry@CIOBench-

Coach.com.

—This opinion was first published in CIO Insight.

For more such stories, please visit www.cioin-

sight.com.

help gauge whether our youth initiative is succeeding. But, after a great deal of conver-sation with the executive who is leading the programme, we have settled on these three:

how many facilities are providing 10 and under Tennis programs?

how many programs are there in the united States?

how many kids are registered to partici-pate in these programs?

our thinking is that, while there are many other interesting metrics we could capture and review all of these other metrics are driven by these three main data points. Before you decide that three is too small a number, ask yourself three questions:1. Do your executives love to plow through

reams of data?2. Do they have time on their hands to

review countless data elements?

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Empowering Life Savers With Diagnostics-on-the-Go

Case study | max healthcare

challange: With an application that securely connects an archive of medical scan images, lab reports and patient information with smartphones that clinicians can access wherever they are, Max Healthcare is not only slashing turnaround time and treating more patients, it is saving lives.By HaricHandan arakali

This, in a Cio’s own words: “About three months ago, when we were doing a proof-of-concept of this application, a person was admitted to the hospital’s trauma care unit in the early hours of the morning. The radiolo-

gist, who was not in the hospital at the time, at 2:30 a.m. or so, was able to access the x-ray image on his smartphone and spot a dangerous bleed. That helped doctors at the hospital save the trauma patient’s life.”

What happens when highly trained medical doctors, clini-cians and surgeons with a lifetime of experience in their respective specialisations, leapfrog from the PC to the smart-phone and the tablet? The short answer is, they treat more

ca s e s t u dy B E S t o f Br E E D



patients and save more lives. in corporate hospitals and hospital chains, they also help the Cio organisation cut costs without compromising on the quality of patient care delivered. in many cases, they actually improve the quality of care delivered.

The convergence of mobility and cloud computing and storage is bringing to hospitals the potential to revolu-tionise the way in which they treat patients and in the range of treatment they can offer as well. Time zones and geographical barriers collapse and a patient can access specialists from new Delhi to new york.

“What we’re trying to do here is that, in our hospital, if you get an x-ray scan done, for instance, the images are

stored on a system called Picture Archival System-PACS. The system then allows you to view the images anywhere using a smartphone,” Pahuja said.

Pahuja’s team has deployed an application that is bring-ing an increasing number of max healthcare clinicians images, reports and other patient information wherever they are. “The application allows us to view images on the iPhone, the iPad and the Blackberry.” she said. A clinician can be on the move, and still access the images or even lab results on his or her smarphone and “we’ve found that the resolution needed to view x-ray quality images is available on the these devices, especially the iPhone, the iPad and the Blackberry Torch.”

from the point of view of security, the Cio and her team have put in place some processes that ensure that the data is protected: these include passwords, erasing of data and restriction of access to the data after a limited time period and so on. These processes are also automat-ed, making them more difficult to tamper with.

“We’ve got this application working for us today, with our clinicians, and we’re quite excited about it, actually. for me personally, seeing it work was a big high because we managed to save a life. We’ve had a lot of cases where it’s helped people,” Pahuja said.

From Patient Diagnostics to Business expansionmax healthcare was looking to deploy a solution that would bring together the disparate systems the hospital had for managing images, reports, labs, and even billing. The result was a solution that would tap the convergence of cloud computing and storage, and wireless mobility to achieve consolidation of all diagnostics information, including the most complex: the radiology data, with images easily running into megabytes.

The deployment allowed max healthcare to compress and beam, or stream on to a web browser, clinically rel-evant data to the specialists. The proof-of-concept pilot happened with about six clinicians, including the radiolo-gist who viewed the trauma patient’s scans that we started this narrative with. each of them got real-time access to his or her patient’s data on a smartphone, which via the native application downloaded and installed, established a secure connection with max’s data centre.

further, when max healthcare started this pilot, in early 2010, 3g still not available in india, and Pahuja was looking for a solution that would work on 2g technology. in february this year, after a contract was signed with mphrx, the roll out began in earnest and some 50 clini-cians at max Super Speciality hospital, in Saket in new Delhi, the flagship hospital of the max healthcare chain, are already using the application.

What happens in the very near future is a roll out that

NeeNa Pahuja, CIO, Max Healthcare, enabled medical doctors, clinicians and surgeons to leapfrog from the PC to the smartphone and the tablet.

COMPANY DASHBOARD

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and NCR with 1500

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will expand in multiple directions: in addition to images, several other types of diagnostics reports, such as those from a host of laboratory tests, will also become available on the smartphones. The deployment will also cover more hospitals on the chain, and eventually provide controlled access to “affiliates” of the hospital chain as well that regu-larly refer their patients to the hospital chain.

The context for this deployment like this: There is small set of objectives that any corporate hospital would want to constantly raise the bar on, each of which will then feed into making the hospital a more profitable business. Together they form a kind of a positive-feedback loop with improved patient care quality and higher profitability feeding each other.

one or two levels lower, this would mean improving turnaround times, in emergency cases for instance, boost-ing the productivity of specialists and senior doctors, mak-ing it easier and more efficient for them to advice “hospital residents” who would become the future specialists, and enhancing the level of communication between doctors and patients. improve the hospital’s performance on any one of these parameters, and it contributes to eventually making the hospital more profitable, helping the chain expand, which in turn extends the hospitals technological best practices to larger patient/customer base.

cloud, mobility convergenceon the face of it, the concept is simple enough. There is a bad shortage of good doctors and clinicians in india and, with the nation being the largest wireless market in the world after China, healthcare delivery over the mobile phone seems to be an obvious answer. in practice, user-friendliness competes with compliance.

What makes max’s implementation a success story is the sophistication of its back-end, the elegance of the front-end, and the reliability of the entire solution. neena, and her vendor ensured this by putting the solution where it was most acutely needed: in the hands of the best, and the most experienced specialists in the hospital chain. There is a great demand on the time of these specialists, and a simple thing like immediate access to patient records via an iPhone or a Blackberry versus driving through Delhi traffic can indeed make the difference between life and death.

max healthcare is something of an avant garde technology user. They had already embraced cloud computing through their infrastructure-as-a-service engagement with a well-known multinational vendor. With the native smartphone-dedicated application that enables clinicians across the 12-hospitals-and-counting chain to access the same cloud, the convergence of cloud computing and wireless mobility is a powerful step into the future of healthcare.

9%expected

growth

of global

pacs market

through 2017.

“I got a promotion internally to

the position of Director IT…”

ARUN KUMARDirector IT

GlobalLogic India Pvt. Ltd.

NEXT100 AWARD

RECIPIENT2010

“I GOT PROMOTED TO DIRECTOR IT...”





NEXT100, 2011 on

21st June, 2011 at


Event By Powered By

COVE R S TORY X X X X X X X M E

32 07 JUNE 2011 CTO fORum The Chief


33 07 JUNE 2011 CTO fORumThe Chief


Building the

Next Gen CIOs

Building the

Next Gen CIOs

Bridging the talent gap and putting a

smooth succession plan are imperative for a corporate to sustain optimal performance. The onus of ensuring

this lies on the CIO.

Not having a plan for succession could well spell hara-kiri for a corporate. in the eventuality of a Cio leaving the company, not having a worthy successor could lead to a disruption in the corporate’s functioning. The onus of shaping this smooth leadership transition lies on the Cio. Putting in place a plan for succession

involves two critical components – hiring and grooming. 'Catch them young', as they say. hiring the right talent, which can then be moulded for a specific role, is the first crucial step. The Cio would also have to identify and monitor the right talent (his potential successor) from the company's human resource pool and invest resources to groom him for the future role of a Cio. While the exercise may demand time and resources from a Cio, it is mutually beneficial. enabling his team members to take up responsibilities and preparing them to get into his shoes will also provide him an opportunity to move to a higher level in the organisation.

INsIde34 | Getting Hired

36 | Grooming the Next CIO

38 | Lateral Hiring

39 | Prepping Next-gen IT Leaders

40 | 3 Steps to Smooth SuccessionIL

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By Yashvendra Singh & Varun Aggarwal

su ccE s s i o n pl a n n i n g COVE R S TORY




CIOs are increasingly looking at attributes such as flexibility and an aptitude to learn rather than hard core technology skills when it comes to hiring fresh talent.

Hiring the right human resource is a challenge for any organisa-tion. Staffing the iT department with people who can deliver and

at the same time fit into the overall corpo-rate culture is by no means an easy task. recruitments happen at two levels – entry level and replacement – and for both, Cios have to look for specific qualities. After all, it is possible that the fresher or the iT manager being recruited today could well rise to become the company’s Cio. So what are the qualities that a Cio looks for in a potential recruit? how involved are the Cios in the overall hiring process? how does iT hiring happen? Above all, what are the key things a Cio should keep in mind before hiring?

“A key attribute that we look for while hiring a fresher for a technology profile is the right attitude. While the basic techni-cal qualification is a given, i believe knowl-edge and skills are acquired with time. it is the attitude that counts,” says Daya Prakash, Cio, lg.

“it is a dynamic world today where technol-ogy changes fast. An organisation would, therefore, want someone who is not an expert

on just one technology but has general aware-ness, and more importantly, should have the flexibility of learning new things,” he says.

hilal Khan, Cio, honda Siel Cars, says he does not think if the candidate to be hired will some day get into the shoes of a Cio or not.

“At the time of hiring, we don’t have the Cio role in my mind. We just look for that particular position. There are enough people in the market who are into program-ming and who can deploy technology, we therefore don’t focus too much on technol-ogy expertise in the candidate,” he says.

“A typical candidate for our iT department should be logical, self starter, dynamic, and should possess good business and general knowledge,” says Khan.

When it comes to recruitment at relatively senior posts, a Cio has to look for qualities that he would want in his successor.

As uK-based David henderson, iT Strat-egy leader, says, “There are three most important things a Cio has to keep in mind. he should gauge if the individual has what it takes to eventually succeed him. Secondly, he should find out whether or not the individual has the business-savvy track record or the potential to engage confidently and compe-

“There are enough people in the

market who are into programming and who can deploy technology, we therefore don’t

focus too much on technology expertise

in the candidate.”Hilal Khan,

CIO, Honda Siel Cars

Getting

HiredBy Yashvendra Singh

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tently at the highest level with the executive peers. Thirdly, the hiring Cio should look at what new capability, insight or mindset will the potential recruit bring that the company does not have and it needs.”

While the human resources (hr) depart-ment plays an important part in the overall recruitment process, most Cios step in at the final stage of recruitment. in lg, for instance, the hr floats the requirement and passes the

We are HiringIT hiring activity is set to

increase in the coming months as corporates revive formerly delayed upgrades, and implement new technologies, according to a leading provider of technology professionals.

“Companies are recognising that moving ahead with former-ly delayed upgrades and imple-menting new technologies can give them a competitive advantage," said John Reed, executive director of Robert Half Technology. "Firms are investing in projects designed to create business efficien-cies and help improve service levels and often need more IT personnel to support these initiatives, particularly if their teams have been understaffed in recent years.”

As per the recently released Robert Half Technology IT

Hiring Index and Skills Report, technology executives have forecast continued IT hiring activity in the second quarter of 2011. In the quarterly sur-vey, 9 percent of CIOs planned to expand their IT depart-ments, and 2 percent expected cutbacks, for a net 7 per-cent increase in hiring.

The IT Hiring Index and Skills Report is based on tele-phone interviews with more than 1,400 CIOs from compa-nies across the United States with 100 or more employees. The net 7 percent increase in IT hiring activity is up from a net 5 percent forecast this time one year ago, but down one point from the first-quar-ter 2011 forecast.

The functional areas in which executives foresee the greatest challenge in finding skilled IT

professionals are security and networking, each cited by 13 percent of executives inter-viewed. Applications develop-ment and help desk/technical support followed, with 11 percent and 10 percent of the response, respectively.

Network administration remains the skill set in great-est demand, cited by 65 percent of CIOs. Windows administration (Server 2000/2003/2008) ranked second, with 60 percent of the response, followed by desktop support at 57 percent and database man-agement at 52 percent. The finance, insurance and real estate sector leads all indus-tries in hiring expectations.

“CIOs often fall into the trap of seeking the exact match for the requirement. The recruit should be flexible and adaptable to different technologies instead of just focused on a particular technology or platform.”

relevant resumes to the iT team.“The first level filtering and the second

level interview are done by my team. i step in only to gauge certain traits that my team has failed to gauge,” he says.

for Khan, hiring “is a collaborative and cohesive process.” he says, “The hr depart-ment has a session with us to understand our requirement. The resumes are then sent to us for short listing. The first two rounds of

interviews are done by the hr, while we take the final interview to gauge his general knowl-edge and domain expertise.”

Cios are also deploying automated recruit-ment technology in their organisations to make hiring easier and effective. others are leveraging the power of social media to aid their recruitment process.

Khan, however, feels harnessing social media for hiring doesn’t make too much sense for a company like honda Siel Cars.

“Social media should make business sense for me and not just be a tool. its usage would depend from company to company. Social media can work for iT companies where there is a high attrition rate and thousands are hired. We have lesser numbers. Besides, our organi-sation is mature. Also, our production will not shoot overnight for us to recruit in large numbers. We recruit in small numbers as and when our capacity is ramped up.,” he says.

Prakash believes that a Cio should not have the fixation of seeking the exact match for the requirement.

“Cios often fall into the trap of seeking the exact match for the requirement. With technol-ogy changing fast, the recruit should be flexible and be able to adapt to different technologies instead of just focused on a particular technol-ogy or platform. otherwise, the candidate and the organisation both will suffer,” he says.

on the other hand, Khan says, “A Cio should keep in mind that the potential recruit should not be offered a salary based on his last salary. instead, he should be offered a salary based on his potential.”

While hiring may be a challenging process, by assigning all the resources it deserves, corporates stand to reap rich divi-dends in the long term.

daya Prakash, CIO, LG

Next CIOtheGrooming

Succession planning may

sound threatening to some, but if

done well, it can help you grow

better and take up newer and bigger

responsibilities.By Varun Aggarwal

As organisations increasingly use information and communica-tion technologies to differentiate themselves in the competitive

marketplace, the role of the Cio has only grown in importance. hence, an effective planning process is needed to identify and create the next pipeline of iT leaders in tune with the organisation’s priorities and requirements.

Traditionally, in end-user organisations, the miS function had end-to-end respon-sibility of not only managing the iT infra-structure (back office), but also of identify-ing and designing iT solutions for business needs (front office). With the increasing complexity of iT infrastructure, a large part of miS resources’ time and effort in these end-user organisations is being spent on managing back office activities thereby leading to a possible dilution of focus on implementing new business value-adding iT initiatives.

organisations are increasingly pushing their top executives including the Cios to draft a succession plan and prepare the next inline. however, many Cios see this as a threat to their job as this would possibly

make them redundant in the organisation. But there are some Cios who see this as an opportunity rather than a threat.

explains SC mittal, executive Director and group Cio, iffCo, “few years back i had so much work to do that i didn’t even have time to talk to anyone in the office. That was when i took all the work to myself and didn’t delegate too many responsibili-ties. however, what i’ve realised is that by enabling my team members to take up responsibilities and prepare them to take up my role, i have the opportunity to move to a higher level in the organisation.”

The iT operations today at iffCo can smoothly run even when mittal is not there in office or out on leave as his team is well equipped to take decisions. But what did it take him to achieve this?

A multi-layer grooming process for the team, he says. “We make sure our team members are well-equipped with the latest technologies, be it cloud computing, virtualisation etc. by sending them regularly for such trainings.” With the technical advancements in the iT sector, it is important for the team members to keep abreast with the latest technologies.






Technical training, however, is not enough for enabling his team members to take up his responsibilities, mittal feels. Therefore, employees are regularly sent for managerial and soft skills trainings as well. moreover, an interface is created for the employees with the management so that they can regularly understand the business needs and are comfortable in interfacing with the business.

you just need to review this process for a while and then allow the employees to take independent decisions. This initiative has not only helped in building the next in line, but has also greatly improved employee satisfaction as they now feel empowered in the organisation.

mittal on the other hand is now actively working as an advisor to the board on how technology can enable new business opportunities for the company and how it can enable quicker execution of the business plans.

“you either take every responsibility on yourself and feel most important in the organisation or work in collaboration with your team and enable them so that you can move up into larger roles,” mittal says.

Similar is the case with henkel CAC. manikkam VS, head i.T. & Asst. general manager – materials, henkel CAC has drafted a well documented succession plan in his organisation. “for innovative iT managers, new technologies such as virtualisation and cloud computing are at the forefront of their plans, but these require skills that existing iT staff may not possess. As the pool of talented new recruits diminishes, business should

be unlocking the potential within their existing team,” he says.

“in our experience we appreciate that relevant iT education programmes help our business make the most of our resources – both technology and people. in the long term, this may even help replenish the well of talent, as clearer paths – from entry-level positions to senior management – get young people and potential career-switchers thinking about iT,” manikkam added.

During recession henkel CAC decided to invest in building the skillsets of its employees in order to prepare for any adverse situation. Apart from planning for succession, the investment into employee grooming also meant a boost in productivity and morale in the staff which was much needed.

“What I’ve realised is that by enabling my team members to take up responsibilities, I have the opportunity to move to a higher level in the organisation.”sC MittalExecutive Director and Group CIO, IFFCO

“We picked out the key competencies that would really make the biggest difference in my succession planning.”Manikkam VsHead I.T. & Asst. General Manager – Materials, Henkel CAC

henkel therefore, devised a scientific approach towards succession planning. “A leadership competency model should serve as the foundation for any organisation’s leadership development system. An effective model allows an organisation to clearly define what leadership competencies are required in order for an organisation to be successful, both now and in the future. leadership development systems (selection, assessment, development, performance management, succession planning) can then be aligned to support the development of these competencies,” explained manikkam.

manikkam created a strategic leadership development model to show the connection between the business strategy, the compe-tency model, and the alignment of the lead-ership system. “We picked out the key com-petencies that would really make the biggest difference in my succession planning. Then i polished up the model by getting some professional help when required.” This model was reviewed with the senior team, along with a communication plan to sup-port the introduction of the model to the rest of the organisation.

“in the long term, this may even help replenish the well of talent, as clearer paths – from entry-level positions to senior management – get young people and potential career-switchers thinking about iT,” he said. p

hO

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Am

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The CIO needs to recognise that lateral hires can be as effective as technology staff for stepping into his shoes.

Over the weekend, i was return-ing from a trip along with a score of other Cios when an interesting debate started as

the aircraft was taxied for take-off. in jest, a fellow Cio raised the question, “What would happen to the industry, our companies and the iT world at large, if the plane were to have a mishap? Apart from loss of 20 of the iT industry’s brightest minds, what other

repercussions would the industry see, or our companies feel?” it set off a chain of thoughts which required serious thinking.

every mature organisation gives a lot of focus to developing layers of management. These organisations encourage its leaders to identify high potential talent, which can be groomed to take on higher responsibili-ties. Such an exercise is of help when the organisation faces attrition at senior lev-els or expands, creating new opportunities for existing leadership teams. in such situ-ations, the next levels of leaders are able to take on the mantle with minimal disruption to operations and strategic directions.

however, life does not always follow a pattern. Thus, there are disruptions when employees leave suddenly, or the planning process has not been able to groom a pipeline of leaders. hiring from outside normally creates a gap, and learning curves can be counterproductive. This does not imply that organisations should always promote internal talent, but a move to provide the opportunities internally does definitely offer continuity.

Coming back to the iT organisation, Cios have come to the fore over the last decade. Cios have taken on business challenges, and proved themselves by engaging the enterprise beyond usual technology solu-tions. Their contributions have been recog-nised, and many have permanent positions within management teams. in a few cases, they are also invited to join the Board.

As the Cio’s stature grows, so does the teams’ aspirations. gaps in business understanding, communication, and team management are narrowing across iT staff. however, grooming a successor requires a different approach very similar to Boards grooming the next Ceo. The Cio should consciously work towards creating the next level of leaders who s/he can depend upon in cases of exigency, and also provide addi-tional bandwidth to take on sudden increas-es in demand or business growth.

nurturing high potential talent to become a Cio does not necessarily have to be from within the iT function. Aspiring and talented individuals from other functions could also be good candidates. This is borne out by the fact that some enterprises have appointed Cios from business functions in the recent past. The Cio needs to recognise that lateral hires can be as effective as technology staff, while taking a dispassionate view.

A common grievance is that the high potential next level Cios seek opportunities outside more often, so why go through the rigmarole? if opportunities for growth are not aligned to the aspirations of the next level of iT leaders, they will seek to create their career growth outside. This can be managed to some extent by setting the right expectations, communication, and finally the Cio challenging the Ceo to explore growth. unless the Cio takes on new opportunities including lateral movement, the retention challenge will be difficult to address.

Are you grooming your next level to chal-lenge your position? Are they ready to take on your role, should you decide to move lat-erally, or out of the organisation? if not, start now. you owe it to yourself and the company, because your growth depends on this.

fortunately, the flight landed safely. As we collected our luggage, i had some solace that the talent pipeline was strong.

—By Arun Gupta, Group CIO, Shoppers Stop

Lateral

Hiring

“Hiring from outside normally creates a gap, and learning

curves can be counterproductive.”

Arun GuptaGroup CIO, Shoppers Stop




Much is written about the future of the Cio, especially about where the role is situ-ated in connection with exec-

utive management. Some have questioned if the role will survive in the corporate struc-ture or be replaced with operational execu-tives. i have never been concerned, actually.

it appears that the Cio role is more important than ever before. in fact, a num-ber of executives have articulated to me concerns that the Cio talent pool appears to be very shallow, that the same people are mentioned when new Cio opportunities become available—and those positions will be available this year, for sure.

So it is becoming clear that the profes-sion needs to start thinking about the next generation of talented Cio leaders. That responsibility lies with our existing lead-ers—leaders who need to prepare for the education and development of their most talented staff.

There is not enough investment in the education and development of our most talented staff.By Arthur Langer

The problem is, we are not seeing enough investment. Corporations have continued to cut their education budgets. Case in point: in the master’s degree program in Technology management at Columbia uni-versity, my colleagues and i are seeing little increase in applications.

on top of that, new Cios cannot learn the job solely by studying those who came before them. further, the candidate pool lacks diversity, especially withwomen in iT.

not enough future stars are investing in their education and may be ill-prepared for the challenges that lay before them.

far more concerning is the lack of interest in becoming a Cio. There are too many nega-tive discussions that occur at the conferences i attend, with the persistent joke that Cio stands for “Career is over.” if Cios them-selves are not excited about the role, then who will venture to take it on in the future?

Simply put, our Cio leaders need to accel-erate the search for their successors. They need to create a pool of potential future stars. That includes experience in the field with the business units and an education program that broadens knowledge beyond what cur-rent managers are experiencing in their jobs.

remember, talent development is a responsibility as much as it is an invest-ment. Being known as an organisation that invests in its people only adds to the pres-tige of your company. While these are just some tips, it is critical that every Cio have a clear succession strategy. if you don't, some-one else from the business will. —Arthur Langer is senior director of the Cen-

ter for Technology, Innovation and Community

Engagement at Columbia University, serves on

the faculties of the Graduate School of Business,

the Graduate School of Education and the School

of Continuing Education. He is also Chairman of

Workforce Opportunity Services. Send your com-

ments to [email protected]

—This opinion was first published in CIO Insight. For

more such stories please visit www.cioinsight.com.

Talent-Nurturing Rotational Programs. Put your star managers in six-month roles in the business units. This allows them to become much more knowledgeable about the operational aspects of the business. More importantly, it gives them exposure, so they become known across the organization. education. Continuing education and conferences are fine, but allow your man-agers to enroll in a part-time degree program where they get exposed to a broader

education and get to network with other executives. A committed degree program also nurtures a critical and reflective person, one who can think in the abstract—beyond just the concrete needs of the business today.

diversity. This issue is of paramount importance to our future generations. Diversity goes beyond the legal and corporate requirements. The world is flat, as they say, and having a pool of diverse candidates provides a company with

broad knowledge and enhanced decisions. Leaders must promote more women and more ethnicity. Up and Out. Do not worry about losing those in whom you invest. It happens—and should happen. Great companies develop talented workers and lose some of them; there are only so many positions at the top. If you provide the program, those who leave will always remem-ber it—as I have from my days at Coopers & Lybrand—and some will return.




to smooth succession

I find it interesting is that most compa-nies do one of two extremes when it comes to succession planning:1. nothing at all; and/or 2. A very cum-

bersome process with lots of documents and checkpoints for multiple candidates which never amounts to anything.let’s find something in the middle …

Get someone readyThink about succession planning in its core form: how do you get someone (specific), ready to take your (specific) job?

every manager should be thinking about this.

The benefits are numerous. if you do this as a leader you score many wins:

The whole organisation gets more capable you have a real and meaningful way of

motivating your top performers other people see you delegating some

power, so they trust you more you get to hand off some hard work that

you don't have to do personally!Succession planning is all about delegat-

ing. As a leader, you need to make sure you have someone on your team that can step up. The only way to do that is give them a

Succession planning is all about delegating big, hairy, strategic stuff, not just superficial, well contained, safe stuff. By Patty Azzarello

stepschance to learn and practice by delegating big, hairy, strategic stuff, not just superficial, well contained, safe stuff.

They need to learn your job -- the good,

the bad and the ugly.

Step 1

let them practice your work - The first part of someone learning your job, is about the work. you need to give them opportunities to practice working at your level.

A lot of times we think the way to moti-vate our top performers is to have them work on the most fun or interesting proj-ects. That works to a point, but it does not do anything to help get someone ready for your job.

face it, how much fun work do you get to do?

you need to give them opportunities to practice the ugly, mind-numbing, heavily matrixed, controversial, boring, unsup-ported, failing, no-win kind of work you deal with every day when you walk through the door.

What is the hardest and most distasteful thing you do? That’s what you give your top

performer. you give them the benefit of see-ing what it is really like in your shoes.

They get to suffer like you do. But they also get to work on big stuff. They get access to your network and stakeholders. They have the chance to do something creative and heroic.

What may be drudgery for you, can be very motivating for someone who gets to step up. okay, you should probably give them a more pleasant task too, while you are at it … but don’t shy away from giving smart people hard work.

And don’t feel guilty about it. i often did, but then i realised this was better for everybody, and that people appreciate it, not resent it, so i got over it.

Step 2

let them practice your relationships - The next part of getting someone ready for your job is to make sure they are practiced and comfortable with the social requirements at the next level.

if they are stepping up, they need to fit in socially, too.


They need to be someone that your peers want to include personally. They can’t stand out like a sore thumb as the junior person in the room, who has no basis for relating to the big execs.

you need to give your top performer a chance to practice at these relationships. give them opportunities to present for you. Arrange one-one meetings with them and your peers. Send them as your delegate to your boss’s staff meeting when you are out of town. (make a reason to go out of town if this never happens.)

if your succession candidate does not develop personal relationships with your boss and peers they will never be ready to step into your job. And it won’t matter because they will not be given the chance.

unless your candidate is viewed by your boss and peers as someone socially worthy of the role, they won’t get it; your succession planning will fail; and either you will be stuck, or the company will go outside to fill your role when the time comes.

Step 3let them practice your decisions - okay, here is where the rubber meets the road. you need to give someone a chance to prac-tice making the decisions that you make.

if you never delegate important decisions you are fooling yourself that you are doing succession planning. how will somebody ever be ready to take over, if you have owned all the decisions along the way?

Will you delegate important decisions?Think about the next few months of

decisions you need to make. investments, priorities, partnerships, road maps, mar-keting strategies ... give your top perform-er the task of owning the project AnD the making decisions.

let them feel the pressure of owning the outcome fully. let them get the experience explaining, defending, and selling their choices. let them get the experience fixing it if it goes wrong.

is this scary? yes. might they choose wrong? yes. might they choose better than you? yes (which can be scary, too).

The point is, if you never let them take ownership and make key decisions, you are cutting off the single most important train-ing you can give your successor.

—Patty is an executive, author, speaker, and

the CEO of Azzarello Group, a unique services

organisation that helps companies execute their

strategy and develop their leaders. You can find

her on twitter @pattyazzarello.

—This article appears courtsey www.cioupdate.

com. To see more articles regarding IT manage-

ment best practices, please visit CIO Update.



NEXTHORIZONS

See the Tech Tsunami Before the Impact Pg 43

FeaTure InSIde

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At some point cloud services will be as reliable as the elec-tricity in our homes and offices. now, i am not an old man by any stretch, but

i remember as a child in the uK, expecting to have power cuts in the winter. We took candles and matches or flashlights to bed. Wood was stockpiled to burn to heat the house. now, that is unheard of.

until that day arrives for cloud services, it is interesting to reflect on the response to Amazon’s eC2 cloud server crash in April. Just when cloud computing was being touted as the only way that anyone will ever access data and applications, the outage seems to have knocked confidence. or more correctly, it has helped people to look beyond the hype of the cloud vendors and bloggers.

But what does the outage mean to the Cio when devising long term strategy, to the busi-ness manager and to the leadership team?

first some background on how the cloud has changed the world of the independent software vendor (iSV). The cloud makes it easier to build and provide a global service. Providers like Amazon, microsoft Azure, rackspace and others mean that expensive servers do not need to be bought, config-

While planning cloud, CIOs need to evaluate the risks and balance them against the opportunities it offers. By Ian Gotts

The Cloud has Crashed But…



clo u d N E X t H or I Zo N S

ured and maintained. The compute power can be purchased on demand for both devel-opment and for production. This is brilliant for the cash strapped start-up: pay more and you get more resilience.

There is often more than one level of ser-vice that can be bought. naturally no vendor buys the correct level of service that they real-ly should, because they would rather divert funds into sales and marketing rather than resilience, which is in effect insurance. And insurance is all about probability and risk.

What does this mean in terms of the Amazon cloud failure?

The outage was restricted to the east coast of the u.S. and about 250 companies. There were some non-strategic but high profile apps that went down including fourSquare, reddit and hootsuite. if it had been a retail-er’s point of sale systems, a credit card fraud detection system, a help desk case manage-ment system or a project team collaboration site, then it would have been more critical.

Strategy considerationsSo one outage shouldn’t have Cios tearing up their cloud-based iT strategies. in many cases, a mature cloud vendor’s infrastruc-ture is more resilient that many companies own data centers. however, there are many

more “components” between the end user and the cloud app than compared to the corporate data center hard wired to the com-pany lAn. These “components” are probably all provided by dif-ferent organisations -- many of whom are never visible; hidden behind the agreement with the cloud application provider.

This means when Cios are cloud planning, they need to eval-uate the risks and the cost of mitigating those risks when implementing a cloud service and balance them against the opportunities the cloud offers. A knee-jerk reaction against the cloud would be as bad as ignoring the risks imposed by a business depending on cloud based applications and data. granted, it is far more difficult to evaluate the risks of a cloud vendor. At a minimum there are more ques-tions that need to be asked and their answers need to be closely questioned and evaluated.

But all this strategic planning and risk assessment assumes that the Cio knows which cloud vendors are being used. for every one that is on the strategic plan there are probably another 100 that business users have discovered. This is what i call the Stealth Cloud. “Stealth” because it infiltrates

an organisation unseen. many of these Stealth Cloud apps have become a critical part of core operational processes. if or when they go down they put the com-pany at risk. And this is a risk that has not even been assessed or understood by the Cio.

So how many Stealth apps were running on the Amazon serv-ers that went down? how many business units suddenly found

out that they were unable to work, had no workarounds or disaster recovery strategy? Could the squeals be heard all the way down the corridor in the iT department? maybe this is a strategy? run an amnesty to get busi-ness users to tell you which cloud apps that are being used in each department, so a com-plete iT strategy can be devised. if you get no response switch off internet access for a day or two and listen ... for the squeals. — Founder and CEO of Nimbus Partners, Ian

Gotts is the author of six books including, Com-

mon Approach, Uncommon Results and Why

Killer Products Don’t Sell.

— This article has been reprinted with permis-

sion from CIO Update. To see more articles

regarding IT management best practices, please

visit www.cioupdate.com.

14.1%growth in

worldwide ecB

disk storage

market in q1,

2011

See the Tech Tsunami Before the Impacta few hard trends can help CIOs enable their company to ride into a profitable future. By DanIel Burrus

As the Cio, you’re responsible for staying abreast of technological changes and making sure your com-pany is using them to increase productivity and effi-ciency in all areas. But in this second decade of this new century, improving these areas will no longer

be enough to provide the competitive advantage your organisa-tion will need to stay ahead. you must also apply new technology to create new products, services, and markets that will allow your

organisation to clamber up on top and ride the wave into a bright and profitable future.

yes, this is possible … as long as you understand a few key hard trends. Those who don’t will experience massive chaos and disloca-tion. Those who do will find unprecedented opportunity.

So what exactly does this technological tsunami look like, how big is it, and how fast is it approaching?

To get a clearer picture of the world ahead, it’s helpful to see indi-



N E X t H or I Zo N S m a n ag e m e n t

vidual streams within the technological wave. The hard trend of tech-nological advancement flows through eight specific pathways:

Dematerialisation; Virtualisation; mobility; Product intelligence; networking; interactivity; globalisation; and Convergence.

Since first arriving at this list of technology-driven hard trends in the mid-1980s, i have presented it to thousands of audiences, and it has been fascinating to see how people have responded differently over the years. At first, some of these concepts seemed a little arcane or obscure. not anymore. Today, they have all become everyday household realities -- yet still we have barely begun to experience their true power and scope.

The 8 pathways of advancementPathway No. 1: Dematerialisation - As technology improves, we are reducing the amount of material it takes to build the tools we use, subtracting atoms from them even as we improve their capacity and performance. The computer, which soars in speed and memory even as it shrinks in size, is itself a microcosm of modern technology. Computers, among other devices, are getting smaller, lighter, more portable, more economical (in terms of the materials it takes to pro-

For those who are looking ahead at hard trends, you can see that we will soon be virtualising processing power and much more.

duce them), and softer in environmental impact. laptops used to be several inches thick and weigh six or seven pounds; today they use a fraction of the material and accomplish far more than their predecessors -- and cost far less.

Whatever your company has, you can make it smaller ... that is, if you want to. on the other hand, we don’t necessarily want to make every-thing smaller, and dematerialisation doesn’t nec-essarily mean miniaturisation. for example, we have the capacity to make our cars much, much smaller, but we may not necessarily want that for all models. however, we do want them to be lighter, because then they use less fuel. how do you make something lighter? Dematerialise it.

Pathway No. 2: Virtualisation - When it comes to iT, Cios are well aware of virtual stor-age and virtual desktops. And for those who are looking ahead at what i call hard trends, you can see that we will soon be virtualising processing power and much more.

A good way to consider broader opportunities using virtualisation is to take things we cur-rently do physically and shift the medium so we can now do them purely in a weightless, repre-sentational world.

An example of virtualisation is simulation. As our technological capacity has increased, our abil-ity to model incredibly complex physical realities in software simulations has grown to amazing proportions. now we can test airplanes, space ships, and nuclear bombs without actually build-ing them (let alone detonating them!).

Virtualisation is transforming our world in ways we’re often not even aware of. Today, for example, the time lag from the moment the engineers at Toyota see a car in their minds to the moment it rolls off the assembly line is a mere 12 months. how can they possibly take a car from concept to completion in such a short time? Advanced simulation and virtualisation.

remember those crash dummies we used to see on television? Today’s newer generation of crash dummies are simulated along with the cars: they are so sophisticated they have a pulse, blood pres-sure, and other vital signs, which is possible because they exist only virtually. We can even perform a virtual autopsy that lets us see what happened to them internally.

Pathway No. 3: mobility - With advances in wireless bandwidth and availability (along with progressive dematerialisation), we are rapidly being de-tethered from everything: telephones, computers, stereos, etc. for example, our primary computing device has shifted from mainframe computers to desktops, then laptops, then palm-tops, and now smart phones and tablets.

Ten years ago our software and data all resided on our hard drives and in-house servers. not anymore. We now use cloud computing

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and Web-based applications like google Docs and mobileme to tap into distant servers, as well as store our data on other servers, allow-ing our computers to act as “clients.” it is becoming increasingly common to hop onto any computer, anywhere, to work on our pro-posal, check our appointments, and much more.

We’re finding ways to unhook ourselves from all the physical anchors and going mobile with our work in new and powerful ways. now, you might be thinking that mobile workers have been around for years. True, but the degree of mobility has changed, and the degree of practicality and productivity in a mobile context has transformed. As we continue to raise the bar on what this means by adding high-definition streaming video, accurate speech-to-text, and other powerful new features, we will transform the very definition of mobility. Think mobile finance, mobile health, and mobile security to name just a few.

Pathway No. 4: Product intelligence - in the '80s and '90s, as microchip technology became more practical and affordable, we saw an endless parade of consumer goods that suddenly had intelligent features: self-cleaning ovens, motion-sensing porch lights, and car tires that tell us when they are getting flat. But that was only the warm-up. The degree to which we can now add intelligence to practically any product is about to transform our lives.

The microprocessor offers an almost infinite number of opportunities to imbue a product with intelligence. it’s not just your car that will be intelligent: the road you’re driving on is becoming intelligent, too. When i pull into a parking lot, the lot tells me there’s one space available on level three, aisle two, four cars up on the right. Soon it will also be able to tell me, “The lot is full, but hang on, some people are unloading a grocery cart on level five. Drive on up, their space will be free in a moment.”

We already have the capacity to build with smart cement and smart steel, with sensors built into them. now we have the technol-ogy to make roads smart. imagine a road telling you that there’s a pothole ahead, or a sinkhole forming. how can we do that? Simple: we use smart asphalt. We already have smart cement that will tell the highway department when the bridge needs to be repaired.

Any tangible thing can be made smart. All you have to do is put a sensor on it and give it the ability to connect.

Pathway No. 5: networking - Telephones were the first public communication network, in that they allowed us to start sharing ideas at great distances in real time. We stayed connected by our telephone network for generations. Then came faxes, e-mail, instant messaging, cell phones, and text messaging. Today, the average American teenager is capable of carrying on a dozen texting con-versations at once, without losing the thread of any one of them. napoleon was said to have routinely dictated as many as six different letters to six different secretaries at once. With real-time texting via laptop and cell phone, millions of American teenagers are now oper-ating at twice the emperor’s capacity.

As networking increases in its scope, speed, and accessibility, we are also enlarging its meaning and application, working not only in

the media of text (e-mail, instant messaging) and voice (phone, VoiP), but also in video and even 3D video. This acceleration is creating fascinating new capacities and unimaginably huge opportunities.

Pathway No. 6: interactivity - interactivity every-where is on the rise. This is why websites such as face-book, youTube, and Twitter are so popular: they allow us to interact. The more you interact with something, the more engaged you become.

from the days of gutenberg onward, print has consis-tently been a one-way medium. A “letters to the editor” section of a newspaper or magazine could blossom into a moderately lively debate, but only at sedate intervals

of time. radio talk shows, with their entertaining call-in feature, provided a type of interaction. But these were small flourishes that merely decorated what has always been an essentially one-way flow of information and opinion.

no longer.Today, social-media has rocked the foundation of the news indus-

try. interactivity is transforming politics and the nature and spread of democracy. it’s also transforming marketing and advertising. in the past, mass advertising was a passive experience: all you could do with TV commercials, magazine ads, and billboards was look at them. now you can see a location activated ad using augmented reality on your smart phone and you can click on it -- and that makes it a whole new ball game.

Pathway No. 7: globalisation - With the explosion of outsourc-ing and collaboration software that enables us to easily spread even the simplest procedures around the planet, we have quickly grown familiar with the concept of globalisation. But we are only beginning to grasp its true implications.

globalisation doesn’t apply exclusively to information. We’re seeing the globalisation of everything. Additionally, there are degrees and levels of globalisation. it’s one thing to manufacture and sell products in markets throughout the world; it’s an entirely different thing to cus-tomize them for differences in the various markets of the world.

A mercedes is a mercedes, no matter where you buy it but when you buy a Toyota in Asia, it’s different from the Toyota you’d buy in the united States. (for one thing, the steering wheel is on the right and the car itself is smaller.)

m a n ag e m e n t N E X t H or I Zo N S

There are degrees and levels of globalisation. It’s one thing to manufacture

and sell products in markets throughout the world; it’s an entirely different thing to customise them for

differences in the various markets of the world.

10% increase in the

aPac moBile ad

market from

January to aPril

2011.

N E X t H or I Zo N S m a n ag e m e n t

advts.indd 56 12/22/2009 3:02:47 PM

likewise, it’s one thing if the members of your company’s board have passports with stamps from all over the world, and quite another when your board is composed of people who actually hail from those different parts of the world. in 2005, Sir howard String-er became Ceo of Sony, giving the company a top executive who was not Japanese for the first time in its history.

As our companies’ board and staff composition globalizes, we’ll reach a point where it won’t matter where the company originated. The focus will be more on new job creation than the country of ori-gin of the hiring company. in fact, companies won’t be “from” any-where; or to put it another way, they’ll be “from” everywhere.

Pathway No. 8: Convergence - All of these pathways tend to over-lap and interact, which only increases their acceleration. in fact, con-vergence has itself become a pathway of technological advancement.

for example, entire industries are converging. filling stations and convenience stores converged in the '80s. in the '90s, so did coffee shops and bookstores. Those were mere 20th Century convergences, though. Today, it’s really heating up. The entire industries of tele-communications, consumer electronics, and iT are all converging and becoming, in essence, one thing.

There’s also product convergence. look at your cell phone: how many products have converged into that little thing sitting on your palm? The modern smartphone is an e-mail device, a camera, and a video camera. you can do three-way calling on it. And because it has contact management and a calendar, it’s also a complete organizer.

The even smarter iPhone took convergence to another level, bring-ing a genuine Web-browsing experience (with google maps, phone directories, and more) together with all the normal phone function-

alities, so you could hunt for a restaurant, find it on the map, and dial it for a reservation, all on the same device. Along with all that, plus e-mail, camera, and video camera, plus youTube player, it was a full-feature iPod, complete with Wifi music store. And of course, there are all those apps!

now we’re starting to see the convergence of convergences.The internet was born of the convergence of the phone and the com-

puter. google maps and mapQuest converged the internet with maps, and now gPS has given us the convergence of mapQuest and our cars.

That’s dematerialisation, virtualisation, mobility, product intel-ligence, interactivity, and networks. Take a close look at where the parts of your car were manufactured, and chances are you’ve got globalisation there, too. This means you have all eight pathways con-verging in a single technology that you use every day.

That is exactly what’s beginning to happen everywhere: all eight pathways are interacting with one another, the transforming whole becoming far bigger than the sum of its parts.

in the second part of this report, to be published next Tuesday, Dan will present the three digital accelerators driving these advancements. — Daniel Burrus is considered one of the world’s leading technology

forecasters and business strategists, and is the founder and CEO of Burrus

Research, a research and consulting firm that monitors global advance-

ments in technology driven trends to help clients better understand how

technological, social and business forces are converging to create enor-

mous, untapped opportunities.

— This article has been reprinted with permission from CIO Update. To see

more articles regarding IT management best practices, please visit www.

cioupdate.com.

“NEXT100 award has really helped me in my

professional life and career. After getting the award, my management appreciated the achievement… and

I have been promoted. My thanks to the NEXT100 team”

PARESH BALDHASenior Manager IT

Gujurat Pipavav Port Ltd.

NEXT100 AWARD

RECIPIENT2010

“I GOT PROMOTED…”





NEXT100, 2011 on

21st June, 2011 at


Event By Powered By



N o H o LDS BArr E D Ru s s H u b ba Rd

Russ Hubbard, VP, Worldwide SRM

Sales, SafeNet talks to Varun Aggarwal about the company’s growth

plans and focus on cloud-related products.

You’ve applied for an IPO at Nasdaq. Would you be looking for an IPO in India as well?

our venture capitalists own 100 percent equity in our company and they’ve decided that we’ll stick with just nasdaq at the moment. it’s not much of a Safenet decision but the venture capitalist perspective.

So, while we do not have any plans so far to launch an iPo in india, the indian market remains extremely important to us. We have overall 1600 employees in our organisation. over 200 of these are based in india. We’ll continue to grow our operations in india for both technical support and engineering services. our business growth is highest in india compared to any other economy in the world. from 2008 to 2010 we’ve grown 25 percent year on year in india.

The area where we’re seeing the highest uptake in india is the software rights management space. We believe we can greatly help the indian software industry

SRM Can Help BuildRevenue ModelS



Ru s s H u b ba Rd N o H o LDS BArr E D

DoSSier

Company:SafeNet

EstablishEd:

1983

hEadquartErs:

Belcamp, Maryland, US

produCts:

Encryption,

Semiconductor IP,

DRM, Hardware

Security Modules

EmployEEs:1600

in monetising both within and out-side india. for the content provid-ers, we’re seeing how we can help them monetise their offerings and be competitive at the same time.

in the enterprise, we’re helping them secure the vast amount of data that they store in their organisation.

in our Srm business, 60 percent of our customer base is software publishers and 40 percent are the device manufacturers. The devices could be anything ranging from casino gaming machines to medical devices to packaging devices. We tend to succeed more with custom-ers that sell high value software application: things like financial and accounting software, construc-tion and design application, medi-cal applications etc. We ensure that people are able to manage their assets well.

How can SRM help organisations beyond

controlling piracy?most of the people when they talk about Srm, they probably have a myopic version that Srm is just about controlling piracy and con-trolling the usage of iP. however, this is just one facet of the entire Srm space. The adoption of Srm can be looked at as a three staged process. Whoever gets into the first stage, he focuses on just restricting piracy. however, after graduating to the next stage, he would start look-ing for building pricing and busi-ness models using Srm. The com-plete benefit of Srm would however be achieved in the third stage where he looks at how to manage all of this, by getting to know who really are his customers. What business decisions can he make based on the data. he can use this data to create recurring revenue stages. At this stage, people start looking at Srm from the perspective of helping manage business in an efficient way rather than just software protection.

Some of the more mature compa-nies around the world have realised

that this is where the true value of Srm lies for them.

How has the recent breach at RSA impacted your

business?What has happened to rSA is some-thing that every enterprise should be worried about. Any enterprise that has high value assets should be really worried. rSA is not unique in this breach.

We try to provide a wide range of tools and deployment options that enterprises can select and manage themselves. our approach is a little bit different from rSA. We focus on enabling the enterprise to be able to manage themselves instead of we managing them.

We’ve had dialogues with compa-nies that are exploring alternatives to rSA but currently it is premature to say that we had a mass inflex of rSA customers switching over to us.

Do you think India should go for its own encryption

standard for the national UID project?many sovereign nations build their own encryption standards. it is understandable when you’re deal-ing in some cases life and death for your citizens. you need to have good knowledge of the encryption algorithm. But at the same time it puts tremendous responsibility on the people who’re creating the algo-rithm. They need to be the best of the best of the best.

if you’re able to make your algo-rithm unbreakable for at least 20 years, it makes sense in building it.

What would be the key priorities for your company

going forward?The number one priority across the company is addressing the needs of cloud computing from differ-ent directions. our software rights management focus is really about how do you help software publish-ers get up and running and manage the cloud distribution mechanism. Cloud distribution is very different from just packaging a software in a CD and sending it out. We have a platform that helps you provision users and get up and running on a cloud distribution within a day.

The next stage on the cloud is ensuring data security. We have a series of solutions for that. our security solutions are integrated with cloud providers like Amazon. That’s the biggest initiative for Safenet for now.

Beyond that we’d be looking for a few acquisitions. We acquired Alad-din Knowledge Systems in 2009 and we are trying to integrate it with our other offerings.

We provide not just authentica-tion but secure storage capabilities for enterprises that is unique to us. So, while we help organisations secure and manage their infrastruc-ture, they control all the variables and do not have to depend on us.

“Many sovereign nations build their own encryption standards. But at the same time it puts tremendous pressure on the people who are creating the algorithm. They need to be the best of the best.”



t E cH f or G oVE r NAN cE s e cu r i t y

Can you be too diligent? How much diligence is too little? What diligence is due when you have security flaws? Read on to get the answers. By Chris Blask

POINTS5

We all make judg-

ments on the diligence

of others every day in

myriad ways.

revieW and dismantle until

the fatal error is

identified.

in security, Comfort levels are

more important than

actual security.

there is no

replacement for

intent.

the diligence that is the dues paid

to maintain those

relationships does

not come from bank

balances or market

share.

Security And Due Diligence

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s e cu r i t y tE cH f or G oVE r NAN cE

Diligence is the nebulous factor that is key in demonstrating that others should put their trust in you, whether it is a matter of invest-ing in your company or measuring your compliance or just deciding if it is safe to get in your car with you late on a Saturday night.

We all make judgments on the diligence of others every day in myriad ways. it could be easily argued that displaying due dili-gence is the most fundamental foundation of human interaction.

The moment we walk into a grocery store our nose will tell us if the owners have been diligent in cleaning under the freezers and behind the shelves. We will or will not return to that establishment based as much on our impression of the care taken by the proprietors as by the quality or price of the commodities offered for sale.

So, what diligence is due when a security problem with the products or services you have provided to the world rears its ugly head? how much is too little? is it possible to display too much?

let's take those in reverse order. Can you be too diligent?

Surprisingly perhaps, the answer is "yes". many great ideas and wonderful products never serve any purpose in the real world because the people behind them spend too much energy trying to forecast everything that could possibly go wrong and addressing each possible point in advance.

in 1990 i was working at ge Power gen-eration in greenville, SC. on the day that the first 9000f turbine was undergoing the most critical part of final assembly - lower-ing the 150-ton rotor into the lower half of the casing - the piece stuck just before mak-ing it safely onto its bearings.

A small group consisting of the lead archi-tect, engineer, operator and a few others

gathered and discussed the problem for a few minutes. Apparently having reached a consensus, the lead operator - a strapping gentleman of Paul Bunyan proportion - approached the offending assemblage and proceeded to beat the living tar out of the rotor with a massive wooden sledge ham-mer that Wiley e. Coyote could have found in an oversized Acme crate.

Satisfied, he signaled the crane opera-tors and the rotor nestled successfully in its berth. Vacuum welding due to the tight tolerances was the culprit; a little harmonic vibration was enough to break the bond.

my boss - the incomparable Walt Wren - and i discussed this afterwards. he explained that our competitor in Japan would have dealt with this entirely differ-ently. Sending everyone home, convening an executive meeting the next day, and set-ting off a chain of events that would see the entire design and manufacturing process reviewed and dismantled until the fatal error was identified.

We beat our Japanese competitor for the first 9000f deal and sold $1B of gear to Tokyo electric Power Company. Today the 9000f is the de facto standard in fuel tur-bines for power stations.

Similarly, Siemens or Sony or Cisco taking apart their entire infrastructures at a cost that would put them out of business would likely be tak-ing diligence to an extreme that negates its purpose.

how much diligence is too little?As has been infamously said

about pxxnography: "i know it when i see it."over the decades i have taken no little pleasure in tweaking my peers by saying that, in security, Comfort levels

are more important than actual security.expanding on that i will note that your

customers will not be able to achieve their desired comfort level if your product or solution is not actually secure, but that it is also possible to create wonderfully secure products while simultaneously failing to make anyone comfortable enough to actu-ally use them.

There are lots of good products and services and solutions created and offered to the market. Quite often the "best" of them are not the ones that become widely adopted, to the endless consternation of experts in the field.

for those who are willing to look beyond the technical aspects of their area of exper-tise to the broader economic and sociologi-cal implications of their work, displaying the appropriate amount of diligence to allow other people to adopt the fruits of their labor is at least as important as build-ing the better mousetrap.

history is littered with the carcasses of great ideas that have expired on the bench due to a lack of commitment to the demon-stration of diligence to those outside the lab.

in the three examples on the table, it seems that Sony is trying hard to make up for diligence lapses in the past, Cisco only begrudgingly decided to display a dab of diligence and Siemens seems to imply that all this diligence stuff is highly overrated.

All other factors aside, linear logic would indicate that each will experience success in their endeavors in direct relation to the dili-gence they are displaying if they each follow their current apparent paths.

Where popular consensus continues to view the diligence of a vendor as too little, commercial success may well steal away silently like a thief in the night.

So, finally: What diligence is due when your product or services are shown to have security flaws that place your customers at risk?

look to sociology for your answer, not technology. Ask your pastor or father or favor-ite english teacher. find the person who makes you the most uncomfortable when you try to dazzle them with brilliance, and ask them what diligence means.

In the wake of Siemens', Cisco's and Sony's recent experience with incident management, the question of diligence comes clearly to the fore.

40%it managers

still believe they

can get around

data access

controls.



t E cH f or G oVE r NAN cE s e cu r i t y

Employers beware! you might be giving away the keys to the king-dom - or your corporate security - according to a survey released by

security firm Cyber-Ark Software.The survey "Trust, Security and Pass-

words," included responses from over 1,400 iT and C-level professionals in north America and emeA.

The survey indicated that unauthorised access to private information is rampant within companies, as an alarming number of employees in the survey admitted to snooping in private corporate data.

interestingly enough, it was reported that iT professionals are the most likely to poke their noses in places they know they shouldn't.

Survey Results67 percent of the iT professionals surveyed

Don’t Hand Over the Keys to Your KingdomUnauthorised access to information can cause data leaks and reputational damage. By lindsay Walker

These people will recognise your diligence when you display it and just as quickly burn through your balderdash just by the looks on their faces.

i have real sympathy with each of the com-panies mentioned. But i have been in their shoes - quite literally in my time running the Cisco PiX team - and my response was:

"This is not your problem, it is ours. it isn't even 'ours', it is mine, personally. i will not rest and i will not prevaricate and i will not lie to you or hide from my responsibility until that debt of trust you put in me is hon-ored. The reason you can trust us, despite this real flaw found in our products, is that

when we say we care about what we do we mean it to the very pits of our souls."

Behind all the technology and corpora-tions and globe-spanning markets and net-works there are individual human beings. The actions and intent of those individuals shines through the layers between them and the rest of us like arc lights through kleenex. There is no replacement for intent.

What many who live too far removed from their customers forget is that their brand and their power is based entirely on the ongoing personal relationship they have established with the individuals who choose to adopt their wares.

The diligence that is the dues paid to maintain those relationships does not come from bank balances or market share. it comes from each of the people behind the thin veneer of brick and plastic that face their corporate campuses.

Those who choose to seek Due Diligence within themselves will find it.

—This article is printed with prior permission

from www.infosecisland.com. For more features

and opinions on information security and risk

management, please refer to Infosec Island.

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s e cu r i t y tE cH f or G oVE r NAN cE

admitted to accessing information not relevant to their role and 41% admitted to abusing admin passwords to access sensitive or confi-dential information.

unauthorised access to sensitive information can leave a company vulnerable to data leaks, financial and regulatory exposure and repu-tational damage.

on the brighter side, compared to the results of last year's study, fewer iT professionals this year believe that they can get around privileged access controls.

it's debatable how good that news is, however, since this year's figures reflect that 40% of global iT managers surveyed still believe they can get around controls that monitor privileged access to information.

While internal breaches remain a high risk, 57% of the C-level respondents in the survey felt that next one to three years will see external threats, such as cyber-criminals, being a greater security risk than threats from with the organisation.

Building Wallsin the press release announcing the study, Adam Bos-nian, executive vice president Americas and corporate development, Cyber-Ark Software, said:

"Privileged accounts are the key tool that external attackers and insiders leverage to access and exfiltrate an organisation's sensi-tive information.

While the survey shows a greater awareness around protecting these targets from attacks from any vector, it's concerning that nearly one in five of C-level respondents believe that their corporations' sensitive information may be being used against them in the market.

Security teams need to start with improving the protection of these key internal targets - not simply building bigger walls around the enterprise."

Remove the Temptation"it's not just iT people, but also hr employees who have access to confidential information in your organisation," says Jason Victor, Director of iT at Customer expressions, developers of i-Sight case management software.

"Putting your data offsite has the added bonus of providing an additional level of segregation from access by organisational iT people. in i-Sight, you can track who has been in different records,

you can restrict records to groups within hr and you can mark cases that are confidential that only certain people can see. Because it's not internal, even your iT people can't circumvent it."

Moving ForwardBusiness leaders need to make sense of the survey results in order to take action to prevent security breaches from occurring.

"The Common Sense guide to Prevention and Detection of insider Threats", published by Carnegie mellon's Software engi-neering institute, recommends 16 practices that organisations

should use to prevent, or facilitate early detection of, insider threats, based on hundreds of case studies of malicious insider activity:1. Consider threats from insiders and business part-ners in enterprise-wide risk assessments.2.Clearly document and consistently enforce policies and controls.3.institute periodic security awareness training for all employees.4. monitor and respond to suspicious or disruptive behavior, beginning with the hiring process.5. Anticipate and manage negative workplace issues.6. Track and secure the physical environment.

7. implement strict password and account management policies and practices.8.enforce separation of duties and least privilege.9. Consider insider threats in the software development life cycle.10. use extra caution with system administrators and technical or privileged users. 11. implement system change controls. 12. log, monitor, and audit employee online actions. 13. use layered defense against remote attacks. 14. Deactivate computer access following termination. 15. implement secure backup and recovery processes.16. Develop an insider incident response plan.

Are you doing all these things in your organisation to reduce the chances of your employees making off with your privileged informa-tion? if not, get started now.

—This article is printed with prior permission from www.infosecisland.com.

For more features and opinions on information security and risk manage-

ment, please refer to Infosec Island.

it's not just it people, but also HR employees who have access to confidential information in your organisation, says Jason Victor, director of

it at customer expressions.

40%it managers

still believe they

can get around

data access

controls.



ThoughTLeadersKarl Deacon | [email protected]

KarL deacon is CTO,

Infrastructure Services, Capgemini

Virtualisation – a foundation of ‘as-a-service’ and Cloud It has emerged as a powerful, game-changing technology.

virtualisation technologies have been around since the 1970s, but it is in recent years that we have seen such intense interest from industry, analysts and enterprise groups. most agree that we have yet to take full advantage of the broader potential benefits that are available from high-ly efficient, extreme virtualised iT environments. Datacentre technolo-gy has evolved considerably but it will not deliver the broader business benefits that the ‘C’-suite demands. There is a transformation underway, where virtualisation and the cloud will be significant enablers, to build elasticity for growth, flexibility for change and speed-up time-to-deploy new products and services for the business, into the modern infrastruc-ture. The demand is coming from business leaders who want to enable dynamic product innovation, aggres-sive customer acquisition or improve loyalty and geographic expansion; whilst all the time aggressively lower the cost base of the business.

Cios have benefited from the reduction in capital expenditure that virtualisation provides, but today we see a more severe challenge in

with a blockage at the point they reach 30 percent of their environment in a virtualised model, preventing them from capitalising on the total benefits of virtualisation. The key reason is often not a lack of technology understanding or readiness, but virtualisation may have been seen as a short-term capital expenditure reduction rather than a platform that can provide the basis for agile, dynamic iT enabled business transformation. many organisations are unsure where to start, or how to further their virtualisation and cloud journey. The iT organisations that will be most successful in transitioning to the cloud will be those that approach it strategically and systematically.

A highly virtualised environment simplifies the infrastructure by moving from discrete, siloed infra-structure components to pooled infrastructure that can be managed holistically and flexibly delivered to meet and anticipate the needs of the business. Such companies are poised to better align iT investment with business value, paving the way to ‘iT-as-a-Service’.

reducing operational costs whilst increasingly better enabling busi-ness relevant growth and agility. The challenge is now less about taking the technology approach and more about how to derive top and bottom line benefit, focusing on the busi-ness user. ‘iT-as-a-Service’ enables iT organisations to move beyond a siloed iT infrastructure towards an efficient pool of elastic, self-managed virtual infrastructure, consumed as a service, at the lowest possible cost. Besides, it delivers flexibility and agil-ity without compromising control.Virtualisation's benefits include:

1)Capital expenditure reduction: All hardware is utilised closer to full capacity, reducing the outlay on new hardware, and fewer servers reduce the space required in data centers.

2)operating expenditure reduc-tion: Power savings and staff-ing reductions enabled through increased automation.

3)increased (business) flexibility & responsiveness: new services rapidly provisioned, as hardware, and in some cases, software procurement & setup delays are removed.

many Cios have found themselves

"Many CIOs have found themselves with a blockage at the point they reach 30 percent of their en-vironment in a virtualised model."

VIEWPOINT



AbOuT ThE AuThOr: Steve Duplessie

is the founder of

and Senior Analyst

at the Enterprise

Strategy Group.

Recognised

worldwide as

the leading

independent

authority on

enterprise storage,

Steve has also

consistently been

ranked as one of

the most influential

IT analysts. You

can track Steve’s

blog at http://www.

thebiggertruth.com

MOsT MOdErN wars are about eco-nomics first, principle second. it may not be the way it should be, but it is.

mark Peters and i collaborated on a recent eSg report on this subject after a rather enjoyable debate, over wine, which began in the vein of “which technology will have the most impact in the storage business in the next 5 years”? The report states the case far more eloquently than i will here, but here is the basic premise: breakout markets that create step functions in value tend to solve problems based on economics looking for a technolog-ical solution rather than the inverse.

for example, as i’ve told you before, goes the story of Data Domain. We all know the end: billions and billions of dollars made by many (not me). The means is where we differ. During the height of the Data Domain buzz, even insiders thought that success was predicated on the DD “technol-ogy”–in this case, dedupe. They were wrong. follow the trail.

1. The problem did not exist until the Volume of data that needed to be protected grew beyond the scope of acceptable risk (i.e. 24 hours).

long term secular trend, was that data growth was not going to abate–there-fore, more people were going to face this new, previously unforeseen ProBlem. By eliminating the eco-nomic consideration, all Data Domain had to do was let everyone know they were ready for them when the problem showed up at the customers doorstep.

7. By being there first, Data Domain extracted 90 percent of the value gener-ated in that s pace. Party time.

So, the storage business is a macro-cosm of the backup business that Data Domain flipped on its head by altering the economic realities of a perfectly happy, boring, multi-billion dollar annual business with lots of successful imcumbents that would have loVeD for nothing to ever change. remind you of anything? The overall primary storage business is ripe for the eXACT same phenomenon. We pay way too much for way too old storage archi-tectures, there are lots of giant incum-bents with little interest in disrupting the status quo, so nothing will change (i.e., even if someone has way better technology, it’s a nice to have, not a need to have).

2. once the problem did exist (i.e., companies could no longer back up their data within a 24 hour window), a solution that was different was required. Thus, the “opportunity.”

3. The “solution” to the problem was simple: use disk. Disk solved the problem of time to backup.

4. Disk cost way more than tape. Thus, the second ancillary problem was eConomiC. only people who directly faced the problem AnD could assign a high value to the solu-tion (disk) were willing to pay for it. While disk may have been “better” than tape, it would not have ever had a global growth opportunity.

5. Data Domain’s dedupe technology solved the eConomiC problem at hand. Prior to this time, Data Domain would argue that people ShoulD use their stuff because it was better–but until it was a legitimate ProBlem, it would have been impossible to ever garner significant “buzz” or success. you can’t hit a home run in this indus-try by being the best mercenary. you have to have market forces Pull you to great heights.

6. The natural market force, or

The Next Storage War Will Be Economic Led

But most likely technology enabled.

Steve DupleSSie | [email protected]

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Documents

Building the Next Gen CIOs