Part 1 – Achieving Innovation – Systemic Trust

Digital Transformation at the Organizational Level requires leaders that understand that Business As Usual will not cut it to effect change. To paraphrase Simon Sinek’s Infinite Game “Leaders should focus on long-term vision and sustainable success rather than short-term quarterly wins.” That’s the first step in a long road. This translates into organizations being passionate about having the right people in place at the Board and C-suite level. Sinek has Five Essential Practices in the Infinite Game that are worth noting:

• Just Cause: A clear, idealistic vision or cause for the future that inspires and drives action.

• Trusting Teams: Building a safe environment where employees feel secure, valued, and empowered.(This will come into play in all the areas we are talking about)

• Worthy Rivals: Recognizing competitors not as threats to be beaten but as challenges that push you to constantly improve.

• Existential Flexibility: Being willing to make significant strategic shifts to further the Just Cause, even if it involves short-term loss or discomfort.

• Courage to Lead: Leaders must be willing to make difficult decisions to prioritize the Just Cause over immediate profit or popularity.

Of all the transformation efforts I have participated in the ONLY ones that were successful were the transformations that were supported from the Top Down. This is clearly a high level subject so lets make it real. One of my managers Alexey Gerasimov taught me a few good lessons during our check-ins while we were together at Cloud Technology Partners. One of which was “It’s great to have big ideas Mark but you need to make it practical.” (Paraphrasing). For practical purposes, Alexey, this is what organizations and individuals in organizations can do to help the Top change the business. To start with Boards are chosen through, Founders or Owners, Shareholders or Nominating Committees for the most part:(for the purposes of this post we will not talk about Advisory Boards or Corporate Governance Guidelines as board election mechanisms)

• If you are part of a public company and you participate in an ESPP(Employee Stock Purchase Program) you are a shareholder. Therefore, you have voting rights to elect Board Members (1 vote per Share). Use your VOTE. And if you share this feeling with coworkers have them use their votes appropriately.

• If you work in a smaller private business, you may have access to leadership. Therefore, you can influence and communicate what you believe needs to happen in order to make the digital transformation successful. Write an email/Schedule a meeting or Skip level meeting and plead your case to have board members with digital transformation success. 

If you are not doing this then you are relying on hope. And as we all know, hope is not a strategy….action is.

How can you ascertain the credentials of Board nominees?

Details about board nominees will be shared beforehand. Examine the profiles of these nominees, particularly their affiliations with past organizations. Do you have contacts within those entities you could consult? Or, have their achievements been publicly recognized without any commercial bias? Be wary of empty jargon and buzzwords; focus on tangible accomplishments. Trust your instincts when evaluating their credibility.

How about the credentials of the C-Suite?

These questions can also apply to the C-suite. The good news is that a good Board will drive a good C-Suite. But here are some ways to tell that the C-Levels are up to the task in front of them. 

Firstly, look to their past decisions and strategic direction. Did they favor short-term gains or did they exhibit the courage to champion long-term visions, even when it demanded tough choices?

Secondly, engage them in dialogue. Open channels of conversation will reveal whether they value the power of Sinek's 'Just Cause' or if they merely pay it lip service. Their passion, or lack thereof, will shine through. 

The main point is that real tansformation starts at the very top and most importantly there are actions you, as an individual, can take. Which brings me to my next subject.

Real World Security Example of Systemic Trust: 

I've had the privilege of collaborating with numerous esteemed executives, but when it comes to embodying Systemic Trust, Christopher Porter, CISO at Fannie Mae, is exceptional. My interactions with Chris have given me a profound insight into excellence within a security organization and a key ingredient to his success is the unwavering support he receives from the Board. I had the opportunity, thanks to Chris, to present on security topics to the Board and was met with insightful questions reflecting their deep expertise each time. Their active engagement in Chris's initiatives was evident. This mutual trust empowers Chris to operate transparently and decisively, fostering a robust security culture that is based in psychological safety. I believe such a dynamic isn't coincidental but cultivated. It is one of the reasons I am convinced of the necessity of success being driven from the Top Down. Thanks to Chris for being such a great example.

This is some of my experience based on many transformations, books on transformation, and a good deal of education on the subject. But true wisdom lies in collective understanding. Lend me your unique voice, and together, we can shape a more comprehensive and valuable conversation! Look forward to hearing from you. #SimonSinek #TheInfiniteGame #Trust #SystemicTrust 

Next Up: Achieving Innovation - Systematic Trust