Having been in management positions leading diverse regional and global IT teams, I navigated the nuances of a multi-cultural environment, initiated collaboration across teams and brought disparate individuals towards a common outcome. I have almost 9 years of experience in strategic planning for organization transition, service strategy and organization management.

ORGANIZATION TRANSFORMATION

PROJECT DESCRIPTION: Transform an applications organization from traditional ways of working to an agile organization

METHODOLOGY: Kotter’s 8 Step Model, ADKAR, Scaled Agile Framework (SAFe)

MY ROLE:

  • Change management to

    - Restructure my teams according to the structure of Portfolio layer, Program layer and Delivery team layer, with focus on Program and Delivery teams.

    - Transition team members from their current role to SAFe defined roles (product owner, program manager, RTE, scrum masters.. etc) and address any skills gap

    - Establish the new way of working by setting up ceremony cadence (stand ups, PI planning)

    - Motivate team member’s change in mindset and the way they work – Shift from centralized authority for decision making to self organized

  • Operational management of changes to work process with minimal impact to business

    - Managed changes to work flow, work prioritization and resourcing during transition to minimize business disruptions due to quarterly iterations (agile) versus deliverable at the end of project (waterfall)

SERVICE STRATEGY

PROJECT DESCRIPTION: Rethink the knowledge management service within the context of the entire company rather than just information management within the context of IT

MY ROLE:

  • Orchestrated the service transition for Knowledge Management from operations to strategic consults, by defining the scope, strategy, service offering, engagement model and change management which led to a successful strategic transformation.

ORGANIZATION MANAGEMENT

DESCRIPTION: People management for an IT organization size of 150

MY ROLE:

  • Developed resource and talent strategy

  • Planned the organization's pipeline for people and skillsets

  • Developed and executed right sourcing strategy to address resource and skills gaps

  • Managed headcount