Identifying champions within the organization can make a big difference in motivating the staff to want to participate in the process.
- Person skills
- IT skills
- Project management skills
- training skills (or potential)
- Value alignment with org goals
- Buy-in and support from leadership
- Decision making authority
Challenge: all the above may not be present in ONE person, Local IT support and Process Leading is needed (unless org is tech savvy and has high buy-in).
- Local to organization
- has trust of org
- Either is able to drive the process (or has buy-in and process support available)
- has skills (IT skills)
- Has person skills
- Ability to self-learn
- Has person skills
- Either has IT skills or org has trusted IT support available
- Has authority to make changes (make decisions), or buy-in and comm-line with leadership
- good project management skills
- IT champion leaving the organisation for another (better) job or will not support the organization any more
- frequent burn out of the champion
- Incompetence
- corruption / unethical behavior
- IT examples:
- Stealing resources (for personal benefit)
- Unnecessary product/services recommendations (for personal profit)
- Holding information hostage (for ransom)
- laziness
- values are not aligned
- overconfidence, not willing to listen to criticism
- infiltration
- Vetting process for selection or assignment of champions
- Role redundancy
- Good decision making process - vetting decisions
- Put contingency plans in place in case of removal/exit of champion
- Role description (prerogatives and boundaries thereof)
- Monitoring and supervision (by leadership)
- Good mapping of the organisation's resources and challanges
- Mentorship
- Support community, pool of local champions linked together