Bruce Lotier

Bruce Lotier

About Bruce Lotier

As the Founder, CEO, and Managing Partner of TransAccel Group, Bruce is knowledgeable in all aspects of IT. His 30+ years of experience includes designing, developing, and deploying strategic programs to support specific business operations. Bruce has provided senior strategic counsel to clients such as Aqua, Merck and Navy Federal Credit Union.

CIOs—Unsung Heroes

By |March 25th, 2015|Categories: security|Tags: , , , , , , , , , |Comments Off on CIOs—Unsung Heroes

In my 35+ years of being a corporate change agent, and now at the helm of my own consultancy, I have worked with all levels of the C-suite, and I have to say the CIO role is by far the most difficult. There are numerous reasons for this, not the least of which is an outdated model of the C-suite itself.

The fact is that most companies still view IT and the CIO role through the narrow lens of providing technology-based services; they have not broadened that view to take into account the stunning changes wrought by digital technology. IT is no longer simply responsible for building, operating, and maintaining infrastructure; it’s responsible for data governance, driving growth through data analytics, cyber security, connectivity and integration. However, since most organizations are peering through the old lens of IT-as-service-provider, they are blind to IT as a revenue-producer. The irony here is that Sales, Marketing, R&D, Finance, and HR—those typically considered revenue-producing—are only able to do what they do because of IT and IT’s ability to stay ahead of the curve.

According to a recent IBM study of 4,100 C-suite executives, only 42% of CIOs were involved in strategy, as opposed to 72% for CFOs and 63% for CMOs. This is puzzling. Since IT touches everything, the CIO has an enterprise-wide vision that would be invaluable in integrating an enterprise-wide strategy. Luckily, the IBM study suggests that this is turning around—the CIO is soon going to be considered one of the C-suite “triumvirate,”: CEO, CIO, CMO.

Another reason the CIO role is more difficult than most is that it bears sole responsibility for ensuring business continuity through critical service level agreements that define uptime, availability and redundancy. …
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ASSESSING YOUR ORGANIZATION’S CYBER SECURITY: THINK YOU’RE UP TO IT?

By |March 11th, 2015|Categories: Risk Assessment|Tags: , , , , , , , , , |Comments Off on ASSESSING YOUR ORGANIZATION’S CYBER SECURITY: THINK YOU’RE UP TO IT?

The Enron debacle will forevermore be a parable about delusional self-auditing. In much the same way, Cyber Security should never be assessed using internal staff and mechanisms, the ramifications of missing something are simply too great.

According to Cenzic ‘s Application Vulnerability Trends Report: 2014, “While the majority of corporations have the important security building blocks, such as firewalls and intrusion protection systems needed for their security infrastructure, not enough organizations have comprehensive tools and practices in place for securing applications.” Faced with a worldwide shortage of Cyber Security professionals (Cyber Security has only recently become a discipline one may major in!), and companies unable to afford the overhead necessary for the requisite training, this situation is not surprising. Bad news for you. Good news for hackers.

Still think you can go it alone? Do you really understand the sheer magnitude of possible vulnerabilities? Here’s a sobering thought: Everything on the network is hackable. Everything—from your corporate computers to a 3rd party vendor to your employees’ Smartphones. Add to this the risky behaviors employees can engage in—sharing passwords, inappropriate web browsing, copying sensitive data onto mobile devices—and you’ve got exposure. Lots of it.

An objective Cyber Security assessment can assist with evaluation and establishment of controls to:

Implement an information risk management program
Ensure network security is adequate, including boundary and internal
Guide user education and awareness
Verify malware protection and prevention
Deal with secure configuration and patch management for devices (network, servers, PCs)
Manage user access and privileges
Handle incident management
Assist with home and mobile working

If you feel you aren’t ready to tackle all the items above, you should at least undertake a basic evaluation to consider only the most foundational building blocks for cyber security.

In a survey of its 3,400 global members, …
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Cyber Security: No Company is Too Small

By |February 25th, 2015|Categories: Security Assessment|Tags: , , , , , , |Comments Off on Cyber Security: No Company is Too Small

CYBER ATTACKS: NO COMPANY IS too small

Many companies think because they are small they are immune to a cyber attack—after all, they do not have the net worth of, say, Target ($38B) or Home Depot ($55B) or Walmart ($250B). This is a dangerous misconception. The fact is, whether you are worth millions or billions you are at risk, and your insignificant size might be the very thing putting you in jeopardy.

What makes a small business attractive to hackers? For one thing, smaller enterprises often don’t have the resources to implement the programs and training necessary to prevent, detect, and recover from attacks. Larger organizations do have the resources (including insurance) to weather a breach, but smaller ones may suffer irreparable damage. Another attractive difference is that while larger companies have a more holistic, integral view of IT security that extends across an enterprise, smaller companies tend to have a more myopic view where IT security is relegated to, well, IT. In addition, since smaller companies often have less sophisticated firewalls and detection programs, they may be targeted as a portal for later use as conduits to larger organizations. For example, preliminary investigations indicate that the mess at Target may have been initiated by an employee of their HVAC vendor who opened a malware-laden email. It has been said that you are only as strong as your weakest link, and all too often, that link is human.

Whether you recognize it or not, your organization’s systems and data are exposed in countless ways, including via mobile apps, third party vendors, remote employees, former employees, cloud storage, weak passwords, neglected legacy systems, and social media. In its September 30th report, Managing Cyber Risks in an Interconnected World: …
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Hackers Aren’t Waiting. Why Are You?

By |February 11th, 2015|Categories: security|Tags: , , , |Comments Off on Hackers Aren’t Waiting. Why Are You?

Hackers Aren’t Waiting. Why Are You?

Why is Cyber/Computer Security so far down on your to-do list? If your reasons are any of the following, you might want to reconsider your priorities.

Let’s address each of these points in turn.

They can’t find you.  On a recent episode of 60 Minutes, Dave DeWalt, CEO of cyber security company FireEye, asserted that 97% of all companies are being breached. Ninety-Seven percent. So, unless you truly live off the grid, you have likely had a breach already. The real question is how bad is the damage?

They can’t find your valuables.  These criminals are very sophisticated and have the knowledge, tools and patience to find your sensitive data and exploit it.  Hacking has evolved from the lone geek making mischief to an actual profession and, as Lance Cottrell, Chief Scientist at Ntrepid and expert on security and privacy writes, “In most breaches, it turns out the hacker has been inside the network for months.”

Your valuables aren’t worth it.  Wrong again. They aren’t always interested in your data; often they are interested in your financial partner, investor, supplier and customer. Anything sensitive they can sell or make profit from.

You have other priorities.  You will always have other priorities. But believe me, if the hackers come—and they will—you will have to deal with the fallout and that will become your new priority.  With several methodologies at hackers’ disposal such as viruses, malware, botnets and ransomware, cleaning up the damage will be more involved than you think.

You don’t know where to start. Improving your security begins with having a prioritized list of actions based on risks to your company.  A risk assessment will accomplish that and, at the same time, help you raise …
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Change And The Big Bang Theory

By |November 6th, 2014|Categories: Change|Tags: , , , , |Comments Off on Change And The Big Bang Theory

It’s a hectic world out there with technological advances, competitive challenges, and government regulations (just to name a few variables) coming at organizations at breakneck speed. In response, leaders and managers are becoming more worried about failing than they are about learning and improving their organizations’ capabilities. As such, we are finding that even the most forward-thinking organizations are increasingly choosing to hunker down and solidify their positions, as if they can stave off trouble by maintaining the status quo.

The truth is change is coming to a theater near you and soon, but how it comes is entirely up to you. That is the measure of control you do possess. Change can come incrementally or manifest itself as the Big Bang!, and the latter will be much more disruptive than the former, we promise you.

Very often in our line of work we’ll hear someone in IT / IS or Corporate services say, Thank goodness that project is finally finished, as if one particularly pesky piece of business is behind them and it’s smooth sailing ahead. Well, no. If you don’t want to go through the Big Bang! experience (otherwise known as when the wheels fall off), this is not the mindset you should cultivate. Each and every day we at TAG spend considerable energy helping organizations become comfortable with the concept of incremental or continuous improvement. Why? Because if you’re constantly improving, you rarely suddenly arrive at the Big Bang! crossroad.

You can either be the Changer or the Changed, but it is better to be the actor than the acted upon. Change will not be denied. If you choose internal stasis through passivity or inertia, external agents will force you to change because the …
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Squishy Goals Mean Squishy Outcomes

By |October 31st, 2014|Categories: Strategy|Tags: , , , , , , , , |Comments Off on Squishy Goals Mean Squishy Outcomes

Performance measurements are only as good as your goals.

Goals ► Priorities ► Outcomes ► Initiatives

Do your organizational goals sound something like this: Foster talent by building a culture that maximizes opportunities for growth. Sounds nice, right? But how would you measure that? How would you know when you’ve achieved it? The truth is, it would be next to impossible. Whether you’re creating goals at an organizational level or at an operational level, here are some tips for improving them so that you can demonstrate their achievement.

Describe the outcome.
The trick is to describe the result you hope to achieve rather than the activity. Measuring an activity can result in meaningless metrics. (It is also wise to stay away from words and phrases that cannot be measured such as maximize or more efficient.) Here’s a possibility: Growth and innovation will increase through training, mentoring, and creating time buffers around scheduled projects.

Studies have shown that goal specificity and level of difficulty have a direct impact on employee performance: Goals that are specific and challenging (but not unreasonable) lead to better performance by motivating employees.

Create line of sight.

Just as important, a clear line of sight should exist between corporate objectives and the goals set at the operational level—employees should be able to grasp their roles’ importance in the larger picture. In order to achieve this, it is helpful to include different levels of the organization in developing the goals to ensure consensus, cooperation, and realistic goal-setting.

Define the measure.

Once your goals have been determined, you will be able to think about how you will measure the outcome.

Performance measures should be as explicit as your goals, and answer the following:

It is an old saying but true: you cannot manage what …
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Applying The 80/20 Principle To Portfolio Management

By |October 9th, 2014|Categories: time|Tags: , , , , , , , |Comments Off on Applying The 80/20 Principle To Portfolio Management

The 80/20 principle posits that 80% of organizational value comes from 20% of your projects. The 80/20 allocation seems to hold true for a lot of things: I know I wear 20% of my clothing 80% of the time, and I use my pots and pans the same way. Nevertheless, the 80/20 principle is a particularly handy concept when thinking about managing the projects in your portfolio.

First, using the 80/20 principle, think about which projects are critical, must-haves, and core to your mission (about 20% of the whole array), and set aside those that are discretionary or not vital. During this exercise, projects that should be eliminated altogether should be obvious. (Be ruthless.) Of the mission-critical projects, decide which should proceed and which should be deferred based on urgency and capacity. Considerations during your deliberations should include:

Second, having decided which projects should proceed, it is time to collaborate with the entire range of managers, from line managers to senior managers, to prioritize them. Each will contribute something to the debate, and it is better to debate now than waste valuable resources (time, money, and people) later. Line managers will have first-hand knowledge of processes and capacity; middle management will have a better view of the interplay and inter-relationships between departments and activities, and top management will possess the long view that encompasses the overall organization direction and strategy. And obviously, inviting greater participation overall means greater cooperation and commitment.

Third, once your projects have been prioritized, it is time to figure out who will be doing what. Streamlining your projects down to the vital few has the added benefit of not stretching the capacity you have, but concentrating it where it is needed most. Here I …
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Indecision—Get Off The Fence!

By |August 21st, 2014|Categories: Change|Tags: , , , , |Comments Off on Indecision—Get Off The Fence!

On an important decision, one rarely has 100% of the information needed for a good decision no matter how much one spends or how long one waits. And, if one waits too long, he has a different problem and has to start all over. — Robert K. Greenleaf, Servant as Leader

Indecision rarely leads to anything positive. In my 35 years of experience working with clients, I have seen enough snafus, courtesy of a reluctance or unwillingness to make a decision, to know that any decision would have propelled the organization forward or at least broken the log jam. If you are one of those hesitating or hugely disinclined to make a mistake (as we all are), here are some pointers I give my clients:

YOU DON’T NEED ALL THE INFORMATION TO MAKE A DECISION. Very often you have enough information based on experience (knowledge gleaned from past mistakes and successes) and objective data. If 20% of a problem isn’t well understood, go with the 80% that is. Today’s competitive market isn’t conducive to lollygagging.

IT MAY NOT BE ALL UP TO YOU. SOUND OPERATING PRINCIPLES SHOULD DIRECT YOUR DECISION-MAKING. Most organizations have a Mission Statement and Operating Principles that support it. For example, Starbuck’s Mission is to “ inspire and nurture the human spirit – one person, one cup and one neighborhood at a time,” and their operating principles focus on quality in their product, diversity and respect among their partners, and making their cafés a haven of humanity as well as contributors to the community. What are yours? What are the Operating Principles that will create the culture and guide the behaviors leading you to your goals? Here are some ideas to consider:

If sound operating principles …
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Decisions, Decisions. Or Maybe Not.

By |August 7th, 2014|Categories: Change|Tags: , , , , , |Comments Off on Decisions, Decisions. Or Maybe Not.

Nothing is so exhausting as indecision, and nothing is so futile. So said Bertrand Russell, British philosopher, mathematician and political activist. Aneurin Brevin, the Welsh Labor politician put it this way: We know what happens to people who stay in the middle of the road. They get run over.

Making decisions means risking what is known for what is not. In my line of work, I have seen many organizations mired in keeping the status quo because the bogeyman in the hall is whispering, what if you’re wrong? The irony, of course, is that by not making a decision—right or wrong—you end up doing nothing, and this poses a far greater risk because your competition is certainly doing something. ​

Fear of the unknown and fear of being wrong are formidable inhibitors to decisive action. There are others, such as a reluctance to be held accountable, but even that is anchored in fear. Another inhibitor is being overwhelmed by the number of factors involved: the people who will be affected, the processes that will change, available resources, and so forth—aspects I call the “what.” The “why” of a decision is the part usually easily identified; Something has driven the case for change. It may be an eroding top line, a dissatisfied customer, excessive overtime, the competition, or staff malaise. But how to address the “what”—that becomes the immovable object stopping many decision-makers from acting quickly and decisively. Often, they feel compelled to have all the answers before embarking on any course of action. Unfortunately, seeking those answers, they usually consider the internal ramifications—conditions within their control—and neglect those coming from external sources such as the market, competition, technological advances, etc. And those considerations don’t wait.

This is …
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Reorgs and Crash Diets: What They Have in Common

By |May 6th, 2014|Categories: Strategy|Tags: , , , |Comments Off on Reorgs and Crash Diets: What They Have in Common

TransAccel is often asked to help organizations figure out where they should be three to five years from now, and we immediately set about assessing where they are, thinking about strategies, and devising transition plans. But here’s the thing: Very often the client wants to start with a structural reorganization.

Now the truth is if you start with a structural reorganization, it’s like going on a crash diet. Everybody knows the naughty non-foods you can cut out, just like everybody knows which low-performers could be eliminated or how work could be shuffled around to immediate effect. So you lose a few pounds by cutting out “empty calories” and get rid of some of the obvious encumbrances at work—a quick fix that’s very gratifying. But what happens after that? Usually all the weight comes right back (and then some) and the reorganization doesn’t really change a thing—everything reverts to the way it was. Why? Because the underlying behaviors are still the same.

A diet that relies on simply cutting calories is bound to plateau or fail because there’s considerably more to maintaining a healthy weight and body that includes exercise, eating complex carbohydrates, drinking plenty of water and getting plenty of rest. It is a lifestyle change. Likewise, restructuring an organization is much more complex than focusing solely on getting rid of problematic players or reshuffling the team. The key to sustainable organizational change is to look at the organization holistically and to define the operating model and its various components: roles, processes, governance, sourcing, services, and then structure, and how these are interconnected and measured. Are the right people in the right roles? Are there processes that could be simplified, platforms that could be shared? What …
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