At CIO100 in Frisco, Texas , roughly 100 rising technology leaders sat down for our “ Next CIO” session . The group was asked to reflect on a single question: Are you ready to take on the role of CIO ? Using the CIO Readiness Framework that we have developed and refined over years of advisory work, we asked each person in the room to score themselves across the five dimensions of the framework. The results point to a gap that should worry any organization building its next generation of technolo
At CIO100 in Frisco, Texas, roughly 100 rising technology leaders sat down for our “Next CIO” session. The group was asked to reflect on a single question: Are you ready to take on the role of CIO? Using the CIO Readiness Framework that we have developed and refined over years of advisory work, we asked each person in the room to score themselves across the five dimensions of the framework. The results point to a gap that should worry any organization building its next generation of technology leaders.
The CIO Readiness Framework organizes the CIO job into five dimensions. We asked each rising leader to score themselves on the same 1-to-5 scale, from “Emerging” to “CIO-Ready.” The five dimensions of the framework are:
Enterprise leadership
: the ability to lead beyond your own function, anticipate where the business is headed and mobilize people through change.
Business value and financial acumen
: understanding how the enterprise makes money well enough to connect technology decisions to growth, margin and risk.
Influence, narrative and enterprise selling
: building belief and support before a decision is ever formally proposed, not just presenting sound logic once it is.
Relationships, talent and operating leverage
: building trusted executive relationships, developing successors and creating an organization that delivers beyond your own personal reach.
Technology stewardship and digital judgment
: the technical fluency and architectural judgment needed to make durable enterprise technology decisions.
Across the five dimensions, the average self-assessment landed at 3.4 out of 5, squarely in ‘Proficient’ territory. Consider who was in the room: people already selected by their own organizations as ready to be developed for the next level. Even so, not one of the five dimensions averaged ‘Advanced’ or higher across the entire group. Technology Stewardship and Digital Judgment (the ability to make sound decisions on platforms, architecture and risk) came in as the most mature dimension in the room. At the bottom sat two dimensions in a near tie: Influence, Narrative and Enterprise Selling; and Relationships, Talent and Operating Leverage.
Much more interesting, however, is the spread between the highest- and lowest-rated dimensions. On these bottom two dimensions, ~65% of attendees rated themselves Proficient or below. Compare that to Technology Stewardship, where the number was only 36%. Put plainly, the people in that room are confident in their technical judgment. They are far less confident in the parts of the job that have nothing to do with technology at all.
This tracks with what we hear constantly in our advisory work. Most people who reach the doorstep of the CIO role got there by being excellent at the technical and operational core of IT. Few of them spent their first fifteen years being evaluated on stakeholder mapping, coalition-building, or developing a successor. Those muscles simply were not required until now.
The good news is that these are learnable skills. We recommend a simple approach to close these capability gaps: for the dimensions where you rated yourself lowest, identify a goal that targets your weaknesses, then attach a tactic (a concrete action or behavior) that moves you toward achieving your goal. Lastly, give the whole thing a timeframe. Six months is often a good starting point, as it is long enough to make real progress and short enough that you’ll actually check.
In this activity, the goal represents the destination – for example, to develop a brand of “enterprise leader,” rather than just “strong IT operator.” The tactic is how you get there, something specific enough that you’ll know in six months whether you did it or not. “Get better at influence” is a goal with no tactic attached, which is exactly why it rarely changes anything. “Hold pre-alignment conversations with three sponsors before my next major proposal” is a tactic, and it’s either done or it isn’t.
Here’s what that pairing looks like applied to the two lowest-scoring dimensions from the CIO100 room:
For
Influence, narrative and enterprise selling
, a reasonable goal is building support for ideas before they ever reach a formal decision point. Tactics in service of that goal include identifying the informal decision-makers behind a priority and earning their support early, or taking on an external opportunity (e.g., industry panels, published point of views) to build credibility beyond the building.
For
Relationships, talent and operating leverage
, a reasonable goal is creating
executive capacity
instead of personally absorbing more of the work. Tactics in service of that goal may include adding standing one-on-ones with two peers on the executive team, and delegating two recurring items off your own plate with clear decision rights attached.
If you’re a sitting CIO developing your own successors, this data serves as a useful gut check. The people you’re grooming may already operate at an advanced level technically while carrying real gaps in the skills that determine whether they succeed once they have the title. Executive presence, coalition-building and delegation take years to build, so the earlier you start, the better.
The future leaders we worked with at CIO100 had no shortage of ability. What most of them lacked were the specific, practiced habits that turn a strong technology leader into an enterprise one, and the self-assessment data shows they already know it. Acknowledging that gap is the first step toward closing it.
