Maintain Momentum During Executive Transition
A vacancy in the CIO or CTO role creates a vulnerability gap where strategy stalls and risks escalate. I provide the steady hand your organization needs during this critical interval. Whether acting as an interim leader to keep initiatives on track or preparing the groundwork for your incoming executive, I ensure that your technology function remains stable, secure, and aligned with business goals while you search for the perfect long-term fit.
Service Overview
Promoting a talented technologist to the C-Suite is a great retention strategy, but the leap from "Technical Expert" to "Executive Strategist" is significant. I partner with your newly appointed or promoted IT leader to co-pilot their first quarter. Through structured mentorship and the development of a rigorous 100-Day Plan, I help them secure quick wins, navigate boardroom dynamics, and establish long-term credibility.
- Strategic Baseline: Conducted a comprehensive assessment of technology stacks, skill sets, and leadership sentiment to establish an objective "current state" view.
- Financial Restructuring: Reset budget expectations, identifying pathways for a 10-20% cost reduction/avoidance over a 3-4 year horizon.
- Vendor Accountability: Overhauled vendor management tactics, instituting new behaviors to hold providers accountable and drastically improve Service Level Agreements (SLAs).
- Governance & Culture: Acted as the primary liaison to the Board regarding critical member services while repairing strained relationships between IT and business units through transparent communication.
Key Deliverables
Interim CIO/CTO Roles: Keeping the ship steady during executive searches.
Onboarding: A structured framework to integrate new leaders effectively.
Mentoring: guiding high-potential internal promotions through the transition from management to executive leadership.
Immediate Stability
Continuity Assurance
Cultural Fit
General questions
I will provide 'Active Leadership,' not just a placeholder. I keep projects moving, manage vendors, and make necessary decisions so momentum is maintained.
I provide detailed documentation. Your new leader receives a 'State of the Union' playbook including vendor history, unwritten protocols, and current risks. I also offer deeper assessments if required.
Absolutely. I sit on your interview panel to ask the technical, business and psychological questions that HR and generic recruiters might miss, ensuring they are truly qualified.
My 100-Day Plan service prevents this. I act as their shadow coach, helping them navigate political landmines and secure 'quick wins' in their first quarter.
My role is to stabilize, not disrupt. I adapt to your existing culture while gently improving IT workflows where necessary.
Discuss Your 100-Day Plan
Let's Secure Your Leadership Transition
